Menopause In The Workplace: The Last Taboo In Women’s Health?

Despite the strides made in gender equity and workplace inclusivity, menopause remains one of the least discussed yet most impactful health experiences for women in professional settings. For many, menopause brings symptoms such as fatigue, brain fog, mood swings, and hot flashes — factors that can significantly affect productivity and job performance. However, a persistent lack of workplace policies addressing menopause means many women continue to suffer in silence, fearing stigma and career repercussions.

Menopause affects millions of working women, yet corporate policies rarely account for its challenges. Unlike maternity leave or mental health accommodations, menopause is often treated as a private issue rather than a workplace concern. This silence has real consequences: studies show that some women leave their jobs or scale back their careers due to unmanaged symptoms.

Lauren Chiren, founder and CEO of Women of a Certain Stage, has worked with over 400 companies worldwide to raise awareness and implement menopause-inclusive workplace policies. She said menopause is not just a personal experience but a workforce issue that affects retention, productivity, and employee well-being.

“Women over 50 are the fastest-growing economically active group in the workplace, both in the corporate world and as entrepreneurs,” Lauren said. “Historically, we didn’t talk about menopause because we weren’t living that long, and women weren’t in the workplace. Now, we’re working longer and later in life, yet most organizations are not structured to support this reality.”

One of the biggest barriers to addressing menopause in the workplace is stigma. Conversations about aging, particularly for women, are often fraught with bias. Many women fear being perceived as less competent or less capable if they disclose their symptoms. As a result, they may push through discomfort rather than seek support.

“We’ve spent decades trying to fit in at work when we were born to stand out,” Lauren said. “There is still a cultural reluctance to acknowledge menopause as a legitimate workplace issue, which leaves many women feeling isolated and unsupported.”

The consequences of this silence can be severe. Lauren shared real-world examples of how menopause symptoms have led to disciplinary action and even job loss.

“One woman working in emergency medical services had an unexpected, heavy bleed while on a shift,” Lauren said. “Without access to a change of uniform, she requested time off to go home, clean up, and return within 30 minutes. Instead, she was reprimanded and told to ‘freshen up and get back to work.'”

Similarly, another woman, a sales executive, lost confidence in driving — a lesser-known symptom of menopause — resulting in missed sales targets and, ultimately, termination.

“Because no one was talking about menopause in her company, she didn’t feel safe sharing her concerns,” Lauren said. “Had her manager understood that loss of confidence in driving is a common symptom, accommodations could have been made to support her.”

While many organizations have yet to address menopause, some progressive companies are beginning to take action. Policies such as flexible work schedules, temperature-controlled office spaces, and education programs help normalize menopause discussions and provide tangible support for employees.

“Companies that get this right think holistically about the employee experience,” Lauren said. “They implement menopause-friendly policies, train HR and occupational health teams, and create safe spaces where employees can access support. Some have even introduced menopause social events or dedicated wellness hubs.”

In the United Kingdom, some businesses have implemented menopause leave policies and workplace education programs. In the U.S., companies like Vodafone and Bank of America have started offering menopause-related healthcare resources, signaling a growing recognition of the issue.

“Menopause is not a minority issue,” Lauren said. “Women make up 51% of the world’s population, and in the next five years, 1.2 billion people will be in menopause. Employers need to recognize that ignoring menopause is costing them valuable talent.”

Experts suggest that addressing menopause in the workplace requires a combination of policy changes, education, and cultural shifts. Implementing accommodations such as designated wellness rooms, access to healthcare professionals, and clear HR guidelines can create a more supportive environment.

“We’re not asking for time off. We’re not asking to have our workload reduced. Most women just want to work differently, smarter,” Lauren said.

For individuals navigating menopause at work, Lauren stresses the importance of seeking support.

“Talking is the most important thing,” she said. “Find someone you trust—a colleague, a friend, or even a helpline. Hydration is also key, as it impacts everything from mood to joint pain. And finally, ask for help when you need it. Too many women struggle in silence when there are solutions available.”

Ultimately, breaking the silence on menopause will require both corporate leaders and employees to challenge outdated narratives and advocate for inclusive workplace policies. As more women speak up and more companies adopt proactive measures, menopause may finally be recognized not as a career roadblock, but as a natural and manageable life stage.