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The Change. The Transition. The Great Climacteric. The M-word. Menopause, when ovaries stop producing eggs and women no longer have periods.

Approximately 75% of women will experience symptoms that accompany the drop in oestrogen that comes with menopause. And when we do, it can get expensive to manage.

For a small percentage of women, our menopause symptoms will begin in our 30s, just as we’re starting to get truly established in our careers. Most of us will have some symptoms in our 40s, as we take on senior leadership roles, and by 55 many women will have gone through menopause.

Menopause research

Every cell in a woman’s body has oestrogen receptors, so all systems are affected in some way. Symptoms range from aches and pains, hot flushes and dry, itchy skin, to mood changes, brain fog and trouble sleeping. Heart problems, tinnitus and urinary tract infections are also common.

Humans have not really begun to understand it either. In the US, as recently as last year, politicians were fighting for funding for menopause research because so little is known.

We do know that up to a third of women will experience menopausal symptoms so severe that they impact quality of life and work. Much of this impact in the work environment is because menopause is not understood or talked about, leaving menopausal women fearing being stigmatised.

Effects of menopause on career progression

In the US, menopause symptoms are estimated to cost the economy $1.8 billion. In the UK, an estimated 14 million working days are lost every year due to menopause symptoms. But the cost is not just to the economy – many women have to manage considerable financial costs associated with menopause.

One study found that American women spend around $13 billion a year to treat their menopause symptoms.

Medical costs include doctors visits, regular blood tests, and hormone replacement therapies. But menopause can also result in ancillary issues like loss of bone density, so this also needs to be factored in. Ideally, women would have a good medical aid to cover these day to day expenses but many don’t. Aside from this, there may be dietary supplements and costs to exercise more to manage symptoms such as weight gain, for example.

A global study by Korn Ferry and Vira Health found that the negative effects of menopause and peri-menopause carry over to women’s career progression outcomes. In fact, 18% of respondents said it had impacted salary increases, and 12% reported it impacting promotions or selection for a role. A further 13% said they had quit their jobs due to their symptoms.

Related FAQs: Workplace menopause challenges

Q: What are some common menopause symptoms in the workplace?

A: Common menopause symptoms in the workplace include hot flashes, night sweats, mood swings, fatigue and difficulty concentrating. These menopause symptoms can significantly impact women’s work experiences and productivity.

Q: How can employers support women experiencing menopause?

A: Employers can support women experiencing menopause by implementing menopause policies, providing flexible work options and fostering a supportive workplace culture. This includes offering resources and training on menopause awareness for the workforce.

Q: What is the impact of menopause on women’s work ability?

A: The impact of menopause on women’s work ability can be significant, as menopause symptoms can impair women’s work experiences and productivity. Many women report that symptoms at work, such as hot flashes and mood changes, affect their performance.

Q: How can workplace culture affect menopause experiences?

A: A supportive workplace culture can lead to a better menopause experience for women. When employers acknowledge menopause in the workplace and provide necessary support, it helps reduce the stigma associated with menopause and promotes open discussions.

Q: What should employers know about menopause at work?

A: Employers should be aware that menopause is a natural part of life for many women, particularly those aged 45-55. Understanding menopause and its symptoms can help create a more inclusive and supportive work environment for all employees.

Q: How can flexible work arrangements help those experiencing menopause?

A: Flexible work arrangements can greatly assist women experiencing menopause by allowing them to manage their symptoms more effectively. For example, offering remote work options or adjustable hours can help accommodate symptoms like fatigue and hot flashes.

Q: What resources are available for menopause support in the workplace?

A: Resources for menopause support in the workplace can include employee assistance programs, training for HR on menopause awareness and access to information and guidance on managing menopause symptoms.

Q: What role does HR play in managing menopause in the workplace?

A: HR plays a crucial role in managing menopause in the workplace by developing and implementing menopause policies, providing training for staff and ensuring that there is support available for women experiencing menopause symptoms.

Q: How can raising awareness about menopause improve workplace health?

A: Raising awareness about menopause can improve workplace health by fostering a better understanding of menopause symptoms and their impact on women’s work experiences. This can lead to more supportive policies and a healthier work environment for all employees.

Q: What are some common misconceptions about menopause in the workplace?

A: Common misconceptions about menopause in the workplace include the belief that menopause is solely a women’s issue or that it only affects older women. In reality, menopause is a natural transition that can impact many women in various ways, and awareness is crucial for creating an inclusive workplace.