Managing Menopause in the Workplace

Menopause is a natural transition in a woman’s life, yet it is still surrounded by silence, especially in the workplace. Many women try to keep their jobs while battling symptoms including exhaustion, brain fog, worry, and sleep difficulties. Instead of receiving support, they are often misunderstood, or even face discrimination. MenoBloom advocates for better, more inclusive, and accommodating workplaces for women navigating the menopause transitions.

Women in their 40s and 50s are often at the peak of their careers, bringing years of experience and leadership to the workplace. Menopause can however represent a severe obstacle to professional development without the appropriate support. Employers who fail to recognize and address this issue risk losing valuable talent. On the flip side, organizations that educate themselves and create menopause-inclusive environments benefit from a more engaged, productive, and loyal workforce.

The Real Impact of Menopause at Work

Menopause is a period of significant change that can affect women’s mental, emotional and physical health. Symptoms of perimenopause and menopause vary in form, intensity, and length. The average duration of symptoms is 5–10 years. Symptoms like brain fog, mood swings, and disrupted sleep can impact focus, confidence, and overall job performance. Yet, despite these challenges, menopause remains a taboo topic in most workplaces.

Women often feel embarrassed to ask for help or concessions, worried that they will be perceived as weak or unable. Women often feel embarrassed to ask for help or accommodations, fearing they will be seen as weak or incapable. Research shows that many women leave their jobs, or reduce their working hours due to their menopausal symptoms. This isn’t just a loss for them, it is also a loss for businesses too. (MDPI Women’s Health Reports, 2024)

Why Employers Should Care

Supporting women during menopause is not only a matter of compassion; it is also a sound business decision. Organizations that recognize and address menopause-related problems have fewer absenteeism, increased employee retention, and a more favorable working atmosphere. According to Forbes, companies that take action to support menopausal employees build stronger, more inclusive work environments where women feel valued and empowered. (Forbes, 2024)

How Workplaces Can Support Women Through Menopause

Examples of key steps employers can take:

Education and Awareness

Provide menopause awareness training for managers and HR teams.
Encourage open discussions about menopause to reduce stigma.
Offer resources, like workshops, webinars, or informational guides, to educate all employees.

Flexible Work Arrangements

Offer remote work options or flexible hours to help manage fluctuating energy levels.
Allow for more frequent breaks and a comfortable, quiet space for symptom relief.
Support job-sharing or adjusted workloads when needed.

Health and Wellness Support

Ensure that workplace health benefits cover menopause-related treatments.
Provide access to mental health support and counselling.
Create internal support groups or mentorship programs for menopausal employees.

Physical Workplace Adjustments

Offer desk fans, adjustable office temperatures, and breathable uniform options.
Provide comfortable seating and access to private rest spaces.
Make hydration stations easily accessible.

Policy Development

Create clear policies that recognize menopause as a workplace issue and outline available support.
Train leadership teams on how to respond to menopause-related requests with empathy.
Incorporate menopause accommodations into broader Diversity, Equity, and Inclusion (DEI) initiatives.

Menopause is a workplace concern that should not be overlooked. Women should not have to decide between their health and their employment. Businesses can establish workplaces where women feel appreciated and empowered at all stages of their lives by cultivating an empathetic culture and implementing genuine support systems.

At MenoBloom, we are dedicated to changing the debate about menopause. If you are an employer wishing to make significant changes or an employee looking for help, we can work together to create a more inclusive and supportive future for all women in the workforce.