Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- The impact of menopause on women’s work lives can present significant challenges, with 44% of working women reporting that their ability to work is affected during menopause, which can last seven years.
- Effectively addressing menopause requires a fundamental change in workplace culture and legal safeguards to ensure women receive the essential support needed to succeed professionally during this transitional period.
- Advocates for menopause support call for extensive employer initiatives and strategies, including education and training, policy adjustments, flexible work arrangements, and practical accommodations.
Over the past several years there’s been a shift that’s normalized talking about mental health issues more openly — and the impact these medical challenges have on performance at work.
But there’s another medical issue that presents similar challenges that can dramatically impact work performance — sleeplessness, anxiety, memory loss, and difficulty concentrating among them — that is still almost universally stigmatized at work: menopause.
Menopause has emerged as a critical workplace issue, impacting engagement, performance, attendance, and retention. Organizations such as the Fawcett Society have highlighted some of the physiological, psychological, and cognitive challenges affecting menopausal women, such as exhaustion, trouble concentrating, depression, memory loss, and migraines. These symptoms can significantly impact an individual’s ability to function comfortably and efficiently at work.
With reports indicating that women over 50 represent the fastest-growing demographic in the workforce and an estimated 15.5 million women in the U.K. alone currently experiencing a stage of menopause, optimizing menopause support is crucial for the economy.
Research on menopause and the workplace reveals a staggering economic toll, estimating annual losses of approximately $1.8 billion due to reduced productivity and early retirements caused by these symptoms.
Considering the substantial representation of women in the workforce globally, providing robust support for women navigating menopausal symptoms at work should be a priority. However, in the U.S., despite women comprising 56.8% of the labor force, federal law does not mandate accommodations for menopause.
On February 29, 2024, the Equality and Human Rights Commission (EHRC) issued comprehensive guidance outlining legal obligations to support menopausal workers for U.K.-based and international companies with offices in the U.K.
Understanding the phases of menopause — from pre-menopause to post-menopause — is essential for employers and colleagues. It is imperative to ensure that your workforce is well-informed about menopause and approaches the topic with respect and understanding.
Studies indicate significant stigma (83%) and shame (40%) surrounding menopause symptoms, with social media now playing a crucial role in education and empowerment on this issue.
Experts emphasize the need for tailored support to mitigate physical and psychological symptoms, ensuring workplace inclusivity and productivity.
Leading organizations are integrating menopause support into their diversity, equity, and inclusion (DEI) policies, with practical steps to foster open dialogue and effective support systems.
Understanding the Workplace Impact of Menopause and the Role of Support Systems
Women aged 45 to 64 often experience menopause-related symptoms that can significantly impact their work performance.
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Despite constituting over 17% of the U.S. labor market, this demographic faces a pervasive culture of silence around menopause, exacerbated by inadequate workplace support.
The Fawcett Society’s survey on the impact of menopause on women’s work lives revealed substantial challenges. It found that 44% of employed women during menopause reported their ability to work was affected.
Of those affected, 61% experienced a loss of motivation, 52% reported a loss of confidence, and 26% took time off work due to symptoms, although only 30% cited menopause as the reason on sick notes. Alarmingly, one in ten women left their jobs due to menopause, totaling an estimated 333,000 women in the U.K.
Alarmingly, one in ten women left their jobs due to menopause, totaling an estimated 333,000 women in the U.K.
Furthermore, 80% of respondents reported inadequate support from their employers — such as a lack of information, staff training, or menopause absence policies.
A lack of support for menopausal women in the workplace, combined with ongoing stigma, not only impacts women’s careers but also undermines diversity efforts. As a result, 40% of women take extended leave due to menopause, with 14% reducing their work hours, 14% transitioning to part-time roles, and 8% refraining from applying for promotions.
While legal frameworks such as the Americans with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) provide avenues for accommodation in the U.S., awareness and proactive policies are still lacking in many workplaces.
A recent article on Allwork.Space highlighted the Women @ Work: A Global Outlook report, emphasizing the importance of employers prioritizing gender equality and inclusivity. The survey of 5,000 women across ten countries reveals that one-quarter face health challenges, including menopause, enduring pain or discomfort without seeking assistance or taking time off.
Advocates for menopause support recommend comprehensive employer interventions and action plans, including culture change, education and training, policy adaptations, flexible work arrangements, and practical adjustments.
A holistic approach to addressing menopause necessitates a paradigm shift in workplace culture and legal protections to ensure that women receive the necessary support to thrive professionally during this transitional phase.
By fostering inclusivity and implementing practical support measures, employers can enhance productivity, reduce absenteeism, and promote a healthier, more equitable work environment for all employees.
How to Create Menopause-Supportive Organizations
Creating a menopause-supportive workplace culture requires proactive steps from employers to enhance workplace wellbeing, foster inclusivity, and mitigate productivity losses and costs associated with menopause-related issues.
Despite the absence of federal mandates requiring accommodations for menopausal symptoms under the Americans with Disabilities Act, businesses are encouraged to implement supportive policies and practices.
The EHRC guidance issued in 2024 consolidates previous legislation, emphasizing employers’ obligations to assess workplace risks, provide suitable rest areas, maintain appropriate temperatures, and prevent discrimination based on protected characteristics such as sex, age, or disability, which encompasses debilitating symptoms related to menopause.
Employers should record menopause-related absences separately and establish clear guidelines on acceptable workplace language.
To create a menopause-friendly workplace, employers should adhere to the following obligations and considerations:
Obligations:
- Develop menopause-friendly policies and procedures (checklist below).
- Provide training and awareness sessions to improve understanding of menopause.
- Create a supportive environment by promoting health and wellbeing initiatives that cater to menopausal employees.
- Foster open communication where employees feel comfortable discussing their needs related to menopause.
Creating a Ten-Point Menopause-Friendly Checklist:
- Education and Awareness:
- Conduct training and awareness programs for managers and colleagues.
- Distribute information on menopause symptoms and management.
- Flexible Work Arrangements:
- Offer flexible working hours or remote work options.
- Allow breaks or workload adjustments during “symptom peaks.”
- Temperature Control:
- Ensure adjustable Heating, Ventilation, and Air Conditioning (HVAC) systems to regulate workplace temperature.
- Provide access to mobile fans or cooling devices in hot workspaces.
- Access to Facilities:
- Ensure easy access to restroom facilities.
- Accommodate frequent bathroom breaks due to increased water intake or sensitivity.
- Physical Comfort:
- Provide ergonomic seating options.
- Offer comfortable, non-restrictive clothing suitable for fluctuating body temperatures (especially in workspaces requiring a uniform or dress code).
- Supportive Culture:
- Foster an inclusive workplace culture that enables open discussion of menopause-related issues without fear of stigma or discrimination.
- Encourage ongoing communication between employees and managers regarding necessary accommodations.
- Healthcare Support:
- Provide access to confidential healthcare resources and information on menopause management.
- Offer health assessments or consultations with occupational health professionals.
- Mental Wellbeing:
- Promote mental health awareness and support through EAPs or counseling services.
- Consider flexible workload adjustments or stress management programs during symptom peaks.
- Policy Review:
- Regularly review existing policies to ensure they remain effective and responsive to the needs of menopausal employees.
- Implement specific menopause-friendly policies based on employee feedback and best practices.
- Feedback Mechanism:
- Establish a feedback mechanism or confidential survey to assess the effectiveness of menopause-friendly initiatives.
- Encourage ongoing dialogue and input from employees to improve support and responsiveness.
By integrating these strategies, employers can create a supportive environment where women experiencing menopause feel valued and empowered to manage their wellbeing at work.
