Menopause is a natural part of aging—but it’s rarely talked about openly, especially in the workplace. For many women, the experience is clouded by stigma, misinformation, and silence. As a result, those experiencing symptoms may feel isolated, unsupported, or even pushed out of a work environment where they spend much of their time.
As women age, their bodies undergo hormonal changes—especially a decrease in estrogen, progesterone, and testosterone—that can result in a wide range of physical and emotional symptoms. While menopause is often treated as something that happens “later,” the reality is that perimenopausal symptoms can begin as early as age 35, with menopause typically occurring between ages 45 and 55.
This matters in the workplace. Women now make up nearly 47% of the U.S. workforce, and many are Gen Xers or Millennials—groups now entering or already navigating these life stages.
Common Symptoms to Look For
Perimenopause (typically ages 35–50):
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Migraines
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Brain fog
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Depression or mood swings
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Hot flashes and night sweats
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Heart palpitations
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Weight gain
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Vaginal dryness
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Fatigue and sleep disturbances
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Irregular periods
Menopause (typically ages 45–60):
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Urinary urgency
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Continued night sweats
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Mood changes
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Skin and hair changes
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Decreased libido
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Bone loss
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Joint pain
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Breast discomfort
Every woman’s experience is unique. Some may have mild symptoms, while others face challenges that affect their daily lives—including their work. In fact, a recent UK study found that 23% of working women have considered leaving their jobs due to the impact of menopause or menstrual symptoms, and 14% are actively planning to leave.
This isn’t just a health issue. It’s a workforce issue. In the U.S., menopause-related absenteeism and turnover contribute to an estimated $1.8 billion in annual losses.
Creating a More Supportive Workplace
By breaking the silence around menopause, employers have an opportunity to retain talent, build trust, and support the wellbeing of a multigenerational workforce. Resources like The Menopause Society offer valuable guidance for organizations looking to create menopause-friendly policies and foster open dialogue.
When we normalize these conversations, we create space for better understanding, compassion, and support—at work and beyond.
Sources
1.“Making Menopause Work | the Menopause Society.” The Menopause Society, 12 Sept. 2024, menopause.org/workplace.
2. Team, Content. “Menopause in the Workplace | 3.5m Lacking Support | UK.” Work in Mind, 22 Nov. 2023, workinmind.org/2023/11/22/3-5-million-women-have-considered-quitting-jobs-due-to-lack-of-menopause-support/.
3. Tatum, Megan. “Without Support, Many Menopausal Workers Are Quitting Their Jobs.” Www.bbc.com, 9 Apr. 2024, www.bbc.com/worklife/article/20240408-menopause-women-job-quits.
4. Cleveland Clinic. “Menopause: Age, Stages, Signs, Symptoms & Treatment.” Cleveland Clinic, 24 June 2024, y.clevelandclinic.org/health/diseases/21841-menopause.
5. Loehrke, Janet. “Women Have Made Strides in the US Workforce: Five Charts.” USA TODAY, 3 Mar. 2024, www.usatoday.com/story/news/graphics/2024/03/03/womens-history-month-gains-pay-gaps/72774746007/.
6. Mayo Clinic. “Perimenopause – Symptoms and Causes.” Mayo Clinic, 25 May 2023, www.mayoclinic.org/diseases-conditions/perimenopause/symptoms-causes/syc-20354666.
