DEIB, Diversity & Inclusion, Employee Well-being, Women in the Workplace
Here’s why business leaders can’t afford to ignore menopause and its impact on the workforce.
It's time for US leaders to rethink how they support women in the workplace—and menopause must be part of the conversation.
At 49, menopause hit me. I was blindsided and completely unprepared, despite being an educated and intelligent woman. The symptoms hit me like a freight train—hot flashes, sleepless nights, brain fog, fatigue, and loss of my mojo!
In the workplace, I told no one and hid my symptoms. I did not want to be labelled as menopausal, as I feared I would be considered as “old,” “past it,” and unable to do my job. I found myself questioning my competence and confidence. I wasn’t alone — millions of women are silently struggling through menopause at work, often with little to no support.
Menopause affects half the workforce at some point, and yet, so few workplaces are addressing it. Ignoring menopause isn't just bad for women—it's bad for business.
In the US, an estimated 6,000 women reach menopause every day, and by 2025, around 1.1 billion women worldwide will be postmenopausal. Menopause occurs between the ages of 45 and 55, at a time when women are often at the peak of their careers. Despite the growing number of women in the workforce, menopause still remains a taboo subject, often misunderstood and shrouded in stigma.
In reality, every woman will go through menopause. Menopause isn’t merely “hot flashes” and “mood swings.” There are more than 40 symptoms, including brain fog, insomnia, anxiety, depression, joint pain, and many more. For women going through menopause, 85% report experiencing symptoms of varying type and severity, lasting on average seven to 10 years.
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The impact on women’s careers
Menopause can have a significant impact on women’s professional lives. Up to 20% of women experience severe symptoms that interfere with their ability to work. Nearly two-thirds (63%) of menopausal women said their symptoms negatively affected their work performance. In a 2022 U.S. survey, nearly a third of respondents considered reducing their hours and 22% said they would consider early retirement.
Companies with that proactively address this issue will see clear benefits:
- Retention of talent. The loss of skilled, experienced women due to unmanaged menopause symptoms creates a talent drain that’s difficult to replace.
- Increased productivity. Providing reasonable adjustments (such as flexible hours, hybrid working or access to quiet spaces) can significantly improve women’s productivity and reduce absenteeism.
- Improved employee engagement. Offering menopause support fosters a culture of care, resulting in higher employee engagement and loyalty.
- Diversity inclusion. Companies committed to gender diversity and inclusion cannot overlook menopause. Addressing it head-on is key to supporting women’s health and long-term career progression.
While the U.S. has yet to follow the U.K. in classifying menopause as a workplace issue under equality law, the tide is turning. Ignoring this issue could soon expose businesses to legal risks around discrimination or failure to make reasonable accommodations under the Americans with Disabilities Act (ADA).
How companies can respond
If you want to become menopause inclusive, here are 9 tips:
1. Get sponsorship from senior leaders which encourages the rest of the organization to engage meaningfully.
2. Build male allyship to ensure that the impact of menopause is understood by the entire organization.
3. Invest in education and awareness to normalize the topic and give managers and co-workers the confidence to support their colleagues.
4. Introduce menopause-friendly policies, such as flexible working, hybrid working, access to quiet or cooler workspaces, and health benefits that cover menopause-related treatments.
5. Find low-cost accommodations, such as desk fans, more frequent breaks, or the option to work from home, which can make a significant difference for menopausal employees.
6. Tap internal champions offer peer-to-peer support, a listening ear and help direct others to internal and external resources about menopause.
7. Use your EAP to offer additional support, such as confidential counselling and coaching. Occupational Health benefits can also offer guidance and advice.
8. Follow a risk assessment process to protect both the individual and the employer.
9. Measure your efforts to improve effectiveness going forward.
Menopause can no longer be ignored. The first step for any employer is to acknowledge the problem and commit to change. This means reviewing current HR policies to identify gaps and opportunities for improvement. Leaders should gather employee feedback, consult experts, and start crafting comprehensive menopause policies.
Companies can make a difference by taking a proactive approach to menopause. It's not just about doing the right thing. It's about protecting your talent, boosting productivity, and staying competitive. The time to act is now. Let’s make workplaces where every woman feels supported, respected, and empowered to thrive at every stage of her life.
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