In conversations around gender equality at work, one topic that remains too often overlooked is menopause. Menopause is a major workplace issue in that it, in some way and at some point in time, impacts virtually all midlife women who comprise nearly a third of today’s workforce.  

As organizations reflect on how systemic biases and gaps in support undermine certain groups’ access to professional opportunities and career advancement, the obstacle driving nearly a quarter of “prime-aged” women out the door can no longer be ignored. 

Supporting women through this critical life stage is not only a moral obligation, but a business imperative. Organizations that effectively address the challenges menopause poses at work stand to benefit from a more engaged, resilient, and thriving workforce.  

By helping women stay at work, organizations empower them to perform at work. When women feel seen, heard, and supported, they are more likely to show up fully—contributing bold and impactful ideas, driving meaningful innovation, and advancing the success of the entire organization.  

With that said, following are some things employers should know—and do—to better support menopausal women in their workforce. 

Menopause 101: Understanding “Menopause” and “Perimenopause”  

September is Perimenopause Awareness Month—a timely campaign, as few people, women included, know what perimenopause is. If menopause is clinically defined as the absence of menstruation for 12 consecutive months, perimenopause refers to the years of symptoms that can occur—sometimes up to a decade—before.  

It’s not uncommon for women to believe they’re not menopausal so long as they’re still menstruating, but menopause is less about menstruation than it is about the hormonal changes that bring it to an end. As women age, the finite number of follicles in their ovaries—the structures that contain and nurture eggs, producing hormones like estrogen and progesterone—depletes. Once the number of remaining follicles drops below a critical threshold, the ovaries can no longer sustain regular cycles, and hormone production declines. 

This is not a steady decline. Instead, estrogen production fluctuates widely during this time, triggering menopausal symptoms while consequently making them harder to diagnose. Because estrogen levels may still appear normal on tests—or because menstruation may still be occurring—many women go undiagnosed. Yet the fact remains that once hormone production has been disrupted, the transition known as perimenopause has begun.  

The Sweeping Effects of Menopause 

Once this process starts, the range of symptoms that can occur is considerable. Beyond reproductive function, hormones like estrogen help maintain bone density, protect cardiovascular health, support cognitive function, and more. As their levels start to fluctuate or decline, most women experience symptoms such as: 

• Changes in weight or body composition (reported by 87 percent of menopausal women) 
• Sleep disturbances (reported by 84 percent) 
• Memory issues (82 percent) 
• Hot flashes (75 percent) 
• Brain fog (73 percent) 
• Mood changes (69 percent) 

The consequences to women’s health, relationships, career, and overall quality of life are profound. At least half of menopausal women report a negative impact on their work ability, citing challenges with concentration, memory, energy, confidence, and motivation. 

While the number of women pushed out of the workforce is almost certainly underreported, other findings underscore the substantial challenges menopausal women face on the job. One, of course, is the fact that menopause costs organizations $1.8 billion in lost workdays each year, as eight in 10 women report a lack of accommodations or basic support to keep them at work.  

Additional research highlights the role of stigma in eroding menopausal women’s workplace experiences. A 2023 survey found that less than half of women feel comfortable disclosing their menopausal symptoms at work, fearing judgment or mistreatment—a fear reinforced by the fact that nearly half have overheard jokes or negative remarks about menopause in the workplace. 

As a result, new findings show that women who visit a health care provider with menopause-related symptoms are earning 10 percent less four years later, with many feeling compelled to reduce their hours, shift to part-time work, or forgo promotions. 

The fact that this is the reality surrounding a natural life stage is untenable. With over 90 percent of women over the age of 35 experiencing menopausal symptoms at some point in their careers, organizations must do more to support women in what should be their prime years. 

4 Steps to Creating a More Inclusive Environment 

Fortunately, there are several steps organizations can take to create a more inclusive, supportive, and equitable workplace for menopausal employees—starting with educating their workforce. 

Step 1: Educate Employees About Menopause 

Perhaps the greatest barrier to menopausal women’s wellbeing in the workplace is the widespread lack of awareness about what menopause—and more importantly, perimenopause—actually is. 

This knowledge gap extends to many menopausal women themselves, as research shows it can take years for women to act on symptoms, often mistakenly believing they are “too young” to be menopausal or misinterpreting what the transition entails.  

Such misunderstanding on their part only compounds the challenges they face at work. When menopausal women are unable to name what they’re experiencing, they cannot seek the accommodations or support they need. Nor can they explain changes in performance, mood, or behavior caused by their symptoms—increasing their risk of being met with apathy, misunderstanding, or even disdain from managers and peers. 

At the same time, a lack of awareness among managers and coworkers also contributes to an unsupportive, even hostile environment.  

Menopause is NOT: 

• A sign of weakness or fragility 
• An indication that women are “over the hill” or “getting old” 
• “Just hot flashes” 
• Something women can simply “power through” if they’re “strong enough” 

It is not a moral failing to experience symptoms for a prolonged period of time—nor is it a poor reflection on women to have symptoms that are severe, debilitating, or long-lasting. 

Challenging these beliefs is essential to building a safe, supportive, and equitable workplace where menopausal women can thrive.  

When teams understand the reality of menopause and perimenopause, they are far more likely to respond with empathy, patience, and practical support. Likewise, when women have accurate information about what to expect, they are better equipped to identify and anticipate symptoms, communicate their needs, and seek the right support—while also taking steps to manage their health and minimize symptoms.  

Workplace Options’ extensive catalogue of global learning services can help organizations educate staff about the basics of menopause (“Menopause 101”)—including the physiological and emotional changes it entails—and equip them with practical ways to provide empathy and support to those experiencing it.  

For menopausal employees, WPO’s dedicated training also provides: 

• Tools to identify and monitor symptoms 
• Wellness strategies for maintaining overall health and wellbeing 
• Guidance on accessing support and engaging in open, constructive conversations at work 

In addition, complementary sessions like “Discovering Unconscious Bias,” “Responding to Bullying and Harassment,” “Supporting Colleagues Through Difficult Times,” and “Understanding Microaggressions,” can help foster a culture of wellbeing allies who actively contribute to a psychologically safe, inclusive, and respectful environment. 

With “Wellbeing for Women”—a session dedicated to addressing the unique wellness needs of women, emphasizing the five key pillars of wellbeing (nutrition, sleep, exercise, relaxation, and connection)—organizations can empower female employees to take better care of their overall health and reduce their risk of severe symptoms.  

Since the vast majority of menopausal transitions occur while women are still in the workforce, it is the responsibility of employers to ensure they are protected from any harm this experience can cause—starting with giving them the knowledge and resources they need to protect themselves and support their peers. 

Step 2: Invest in Responsive Wellbeing Support 

Fueled in large part by the pervasive lack of awareness that exists not just in the workplace but across society—even among healthcare providers—a shortage in effective, responsive care is yet another barrier standing in the way of menopausal women’s success at work. 

With 45 percent of menopausal women reporting dismissal from their doctor and 75 percent lacking access to treatment, employers have a critical role to play in providing targeted interventions that make a real and lasting difference. 

Nearly 60 percent of women with access to targeted benefits say this support positively impacts their work. Yet only a quarter currently have access to any type of formal program. 

Fortunately, Workplace Options (WPO) offers the comprehensive solutions organizations need to change that.  

With services ranging from counseling and wellness coaching, to work-life services and tailored referrals, menopausal women can access the emotional and practical support they need to maintain their mental, physical, and professional wellbeing: 

• With WPO’s in-the-moment counseling support, menopausal women can seek relief for their mental health needs at a time and in a way that works best for them. As stigma continues to pressure menopausal women into silence or shame, having easy, flexible, and confidential access to a licensed professional willing and ready to listen can be transformative—helping them come to terms with their situation, process emotions, open up about their experiences, and confidently navigate challenges related to their symptoms. 
• With wellness coaching, women can receive personalized guidance for optimizing their mental, physical, and nutritional health to minimize the effects of menopause. This includes advice on how to maintain a health diet aligned with individual needs or restrictions, help with developing a fitness regimen to boost heart health and reduce stress, and support for quitting tobacco and limiting alcohol intake—both of which are associated with heightened and prolonged menopausal symptoms. 
• With WPO’s work-life services, menopausal women can also benefit from personalized consultations, research, and resource support on a wide range of topics, including locating medical and clinical support, exploring symptom management options like HRT, arranging preventive screenings, and accessing educational materials such as books, guides, and newsletters. 

Research shows that timely intervention can have a monumental impact on women’s experience with menopause—in the workplace and beyond. Perimenopause can be an challenging time—but it doesn’t have to be. Complications like stress, anxiety, and depression; fatigue, low self-esteem, and low motivation often arise from the combination of environmental and hormonal factors, rather than just the latter. 

With the right support, employers can help menopausal employees navigate this transition with confidence and peace of mind—ensuring their continued success and presence in the workplace. 

Step 3: Offer Flexibility 

Common symptoms of menopause—such as hot flashes, mood changes, sleep disturbances, brain fog, and general aches and pains—only disrupt productivity and performance when organizations let them.  

Going through menopause doesn’t negate the hard work an employee has put in up to that point—nor should it keep them from continuing to deliver strong results. When organizations provide the right accommodations, menopausal employees may continue to thrive.  

In this particular context, such accommodations include: 

• Flexible scheduling – allowing women to work from home, set their own hours, attend appointments, or temporarily opt out of night shifts 
• Additional breaks – providing extra time to rest, recharge, or review important materials ahead of meetings, presentations, or other engagements 
• Workspace adjustments – offering more privacy or access to a temperature-controlled room to help manage hot flashes 
• Mental health days – acknowledging the heavy psychological toll menopause exacts on women and empowering them to take care of themselves, so they can show up to work as their best selves 

Ultimately, supporting menopausal employees means supporting the whole person—and that starts with recognizing and honoring the human in every employee. When menopausal employees have the safety and security they need to come forward with concerns, ask for help, and be honest about their struggles, organizations benefit from a psychologically safe, high-trust environment where everyone is empowered and equipped to do their best work—no matter what obstacles come their way. 

Step 4: Leverage Employee Resource Groups (ERGs) 

As one of the five key pillars of wellbeing, connection plays a pivotal role in shaping how menopause affects those experiencing it—especially in the workplace.  

Research shows that quality relationships can act as a buffer against menopausal symptoms—reducing both their severity and overall impact.. Yet at least half of women report feeling isolated during this transition, while another 60 percent intentionally withdraw out of fear of being judged. 

To address this, experts recommend creating dedicated peer support groups—or leveraging existing groups (e.g., women’s groups, mental health groups)—to facilitate open communication, foster trust and connection, and build a sense of belonging.  

One of the most overlooked yet consequential barriers to menopausal women’s equal access to the workplace is the perception of being ostracized, old, or misunderstood. By nurturing relationships where women feel neither alone nor diminished in their experiences, organizations can create an affirming, welcoming culture—one that helps menopausal employees preserve their confidence, restore their sense of calm, and maintain their full professional potential. 

Through the Center for Organizational Effectiveness (COE), powered by WPO, organizations can receive expert guidance on building inclusive, high-impact employee resource groups and networks (ERGs/ENs) that strengthen connection, normalize conversations about menopause, and embed support into the fabric of workplace culture. 

When connection is prioritized, issues like menopause are transformed from potential setbacks to opportunities for strengthening trust, driving engagement, and enhancing both individual and organizational performance. 

Inclusion for One Means Inclusion for All 

In sum, creating a more equitable, inclusive workplace for menopausal employees—as with any employees—comes down to cultivating psychological safety and mitigating psychosocial risks. 

The conditions that fuel inequality between menopausal and non-menopausal employees—at their core—are the same ones that perpetuate inequity across the board: lack of support, low autonomy, poor work relationships, bullying, isolation, and unmanaged stress. 

When employees are fully protected from harm and empowered to show up as their full, authentic selves, challenges like menopause are kept from becoming major impediments to individual and organizational success, and are instead transformed into opportunities to build a stronger, more connected, more resilient, and higher-performing workforce. 

For more information on how WPO can help organizations begin this transformation, contact us today.