Hot flashes, mood swings, insomnia, cognitive difficulties—these are just a few of the symptoms that over 450 million women globally experience due to menopause or perimenopause, according to the recent study "Closing the Women’s Health Gap: A $1 Trillion Opportunity to Improve Lives and Economies," conducted by the World Economic Forum and the McKinsey Health Institute. Despite this significant number, menopause remains a topic that is often poorly understood and insufficiently addressed in the workplace.
As the workforce ages, many women face menopause and perimenopause, a phase preceding menopause marked by irregular periods, cognitive challenges, and mood changes, all of which can impact workplace performance and overall well-being. These challenges can significantly hinder a woman's ability to focus and perform at her best, particularly during the peak career years of 45-55, when many women are in or approaching senior leadership roles.
Despite the prevalence of these symptoms, workplace policies often fail to address them, and stigma and subtle biases persist. Many women hesitate to discuss their symptoms for fear of being perceived as older, vulnerable, or less capable, with concerns about ageism, embarrassment over bodily changes, and the risk of losing respect from male peers. This self-shielding behaviour, driven by the fear of appearing weak, is further reinforced by microaggressions like jokes or condescending remarks, which trivialise their experiences and create a hostile work environment.
This reluctance can limit career progression, particularly at a time when women's experience and leadership potential should be most valued.
How Menopause Impacts Careers
A report from Bank of America, "Break Through the Stigma: Menopause in the Workplace," reveals that many women believe menopause negatively affects their work life. Negative outcomes can range from missing workdays and cutting back on hours to being let go or deciding to leave the job. Research indicates that nearly a million women have left their jobs due to menopausal symptoms, with about 17% considering leaving because of insufficient support.
Alarmingly, many feel that their employers do not acknowledge the need for menopause-specific benefits, despite a considerable portion of the workforce experiencing some phase of menopause while employers frequently cite a lack of employee requests for menopause-specific benefits as the primary reason for not offering such support.
The disconnect between employers and employees highlights an urgent need for more open dialogues and supportive workplace policies.
According to Adecco studies, six out of ten women reported that menopause has adversely affected their work experiences. Approximately 20% of women have left their jobs due to menopause, with evidence showing that those in senior positions are particularly affected. The higher the role, the more likely it is that menopause symptoms will hinder job performance.
“Therefore, we felt the need to introduce these initiatives based on feedback from our employees and recognizing the importance of supporting our workforce through all life stages,” says Karishma Parikh, Vice President-Human Resources, Adecco India. Adecco Group, particularly in the UK, has introduced several initiatives to raise awareness and support employees experiencing menopause. These include educational workshops, access to health resources, and flexible working arrangements.
As companies strive for inclusivity, addressing menopause is crucial—not just for employee well-being but for retaining valuable talent.
“Creating a menopause-inclusive workplace helps retain experienced talent by ensuring that employees feel valued and supported. Supportive policies reduce turnover and increase employee engagement by fostering a culture of understanding and inclusivity, which in turn enhances overall job satisfaction and productivity,” says Parikh.
Building a Menopause-Friendly Workplace
A small but increasing number of employers are starting to rethink how menopause and its symptoms are managed in the workplace. However, despite this growing awareness, many workplaces still lag in openly addressing menopause, as it remains a relatively new concept in India.
By integrating menopause into workplace policies, businesses can make a meaningful impact. Here’s how companies can better support menopausal employees:
A menopause-friendly workplace includes flexible working hours, access to health and wellness resources, and a culture of openness and support.
“Our top tips for menopause inclusivity are to provide education, foster open communication, and ensure that policies are inclusive and supportive of all employees. External experts can help start these conversations, and lobbying for government support can further institutionalise menopause-friendly policies. Continuous support and open dialogue make organisations more inclusive and supportive, improving the work environment for all employees,” says Parikh.
- Raise awareness: Menopause should be a normal, open topic in the workplace. Hosting educational campaigns, webinars, or inviting external experts can help remove the stigma and encourage healthy conversations. “Initiating open conversations and creating informal, inclusive spaces—like podcasts and coffee mornings—can significantly encourage employees to share their experiences and discuss sensitive topics like menopause. This approach helps break down cultural barriers and fosters a supportive environment where everyone feels comfortable discussing their lived experiences,” says Parikh.
- Introduce flexible policies: Revise sickness and flexible working policies to accommodate menopause-related symptoms like hot flashes, insomnia, or night sweats, giving employees the flexibility to manage their work-life balance.
- Train managers: Equip managers with the knowledge to handle menopause-related concerns with sensitivity. Proper training ensures they can confidently offer support and foster an inclusive workplace environment. “HR is actively educating managers and employees about the impact of menopause on performance and well-being through training sessions, informational materials, and open discussions. This education helps create a supportive environment where employees feel comfortable discussing their needs,” says Parikh.
- Improve healthcare access: Provide employees with access to menopause-trained healthcare professionals, mental health support lines, or virtual GP consultations to offer timely and effective care.
- Make simple adjustments: Implement practical changes like adjusting workplace temperatures or offering flexible work hours to help employees manage their menopause symptoms with greater ease.
Managerial Support and Role
Line managers are often the first point of contact for employees experiencing menopausal symptoms, and their approach can make a significant difference in workplace morale and retention. Here’s how managers can help:
- Being approachable: Foster an open-door policy that encourages employees to voice their concerns and request necessary adjustments without fear of stigma.
- Managing absences responsively: Maintaining open communication with employees on leave due to menopausal symptoms ensures a smoother transition back to work. Managers should keep in touch and demonstrate empathy to show they value their employee’s well-being.
- Building trust and open communication: Regular one-on-one meetings in a private setting provide a safe space for employees to discuss sensitive health issues like menopause. Managers should approach conversations with empathy and avoid making assumptions about symptoms.
- Understanding legal and organisational frameworks: Managers should be familiar with workplace policies on menopause and legal obligations related to reasonable adjustments. Collaborating with HR to ensure employees know available resources and support systems is crucial.
- Promoting resources and well-being initiatives: Actively promoting health and well-being resources—such as events, webinars, or support groups—empowers employees to seek the help they need.
- Encouraging open conversations: Normalise discussions about menopause by creating a supportive environment. Managers should educate themselves on menopause symptoms to reduce stigma, ask open-ended questions like “How are you doing?” and maintain empathy and confidentiality during these conversations.
