Menopause and the Workplace: A Women’s Issue Only?

Menopause is often perceived as a private, individual experience—something that each woman must manage on her own. However, this perspective is not only outdated but also counterproductive. Menopause is a global demographic shift, a workplace challenge, and a societal issue that affects everyone, not just the women going through it.

The statistics speak for themselves: by 2030, there will be 1.1 billion women in menopause worldwide. Every day, 6,000 women enter menopause, and 30% of them experience severe symptoms that can impact their daily lives. Given that menopause affects 50% of the population, the other 50%—men—must also learn to navigate the implications, whether as partners, colleagues, or business leaders.

The Overlooked Health Crisis

One of the biggest challenges of menopause is how it is handled—or rather, mishandled—within the healthcare system. Perimenopause, the transitional phase before menopause, typically begins around age 42, though symptoms can start even earlier. Many of these symptoms—such as brain fog, anxiety, and heart palpitations—are frequently misdiagnosed.

Instead of receiving appropriate treatment for hormonal changes, many women are prescribed antidepressants or anti-anxiety medications. While these medications may help in some cases, they do not address the underlying hormonal imbalances. As a result, symptoms worsen, productivity declines, and healthcare costs rise due to unnecessary treatments and prolonged suffering.

The Workplace Struggle

Perimenopause and menopause arrive at a critical moment in a woman’s career—just as she is reaching leadership roles, taking on more responsibilities, and contributing significantly to the workforce. However, for many, it feels like the ground has been pulled from under their feet. Brain fog, fatigue, hot flashes, and sleep disturbances all contribute to a decline in workplace performance.

The data is alarming:

• 53% of women take time off work due to menopausal symptoms, yet only 14% disclose the real reason to their employer.

• In the UK alone, menopause-related absences cost businesses £1.8 billion per year.

• 17% of menopausal women consider quitting their jobs due to symptoms, and 6% actually do.

The implications of this are enormous—not just for women, but for companies and economies. Organizations that fail to address menopause in the workplace risk losing experienced, skilled employees at a time when gender diversity in leadership is more crucial than ever.

The Economic Impact

Beyond personal health and workplace performance, menopause has a direct economic impact. Businesses suffer when talented employees struggle or leave, leading to increased turnover costs, recruitment expenses, and lost institutional knowledge.

Menopausal symptoms such as mental fog and anxiety often lead to lower productivity, meaning companies may see a decline in performance even before an employee decides to leave. And since women in this phase of life often hold senior positions, their departure can disrupt teams and leadership structures in significant ways.

Not a Women’s Problem, but a Workplace Issue

Menopause is not just a “women’s problem”—it’s a workplace issue, a healthcare issue, and an economic issue that affects everyone. It’s time for organizations to step up and implement policies that support women through this natural life transition.

This means:

• Creating menopause-friendly policies, such as flexible work schedules and access to healthcare support.

• Educating managers so they understand the challenges and can offer appropriate support.

• Fostering an inclusive work culture where menopause is not a taboo topic but a recognized part of professional life.

In our next article, we will explore what it truly means for a woman to experience perimenopause in the workplace—from the challenges she faces to the support she deserves.

Menopausal women are not a problem to be managed. They are experienced professionals, leaders, and innovators. It’s time we recognize that menopause is not just a personal struggle but a collective responsibility that businesses and society must address.