Menopause and Work: Key Findings on Career Impact and Coping Strategies

Menopause, a natural phase in every woman’s life, has long been overlooked in the context of career challenges and retention. For generations, it wasn’t discussed publicly—and especially wasn’t acknowledged in the workplace. However, recent studies reveal a growing awareness among Millennial and Gen X women about how menopause can impact their professional lives, with some even considering leaving their jobs due to symptoms. 

This is not a minor issue; perimenopause (the 10 or so years leading up to menopause) and menopause often affects women in their prime working years, and the severity of symptoms can vary greatly, impacting physical comfort, cognitive clarity, and emotional well-being.

Menopause-related issues can create a unique set of obstacles in a fast-paced work environment. In the U.S. and globally, many women are now speaking up, hoping that acknowledging these difficulties can bring about workplace reforms. 

Let’s explore the challenges of experiencing menopause at work, recent findings on its impact, and strategies women can adopt to manage their symptoms effectively at work.

Menopause: Overview and key concepts

Menopause is a natural biological phase marking the end of a woman’s reproductive years, usually occurring between ages 45 and 55. In the US, the average age of onset for menopause (defined as one year after your last menstrual period) is 51. But the years leading up to menopause can be as tumultuous for a woman as menopause itself.

“Perimenopause can begin up to 10 years before menopause happens, with some women starting to experience hormonal fluctuations as early as 35 years old,” says Rachel Dillinger, a reproductive and integrative psychiatrist. 

This transition involves a wild swing and eventual drop in hormone levels—particularly estrogen—leading to a wide range of symptoms like hot flashes, night sweats, mood swings, sleep disturbances, and even cognitive effects such as “brain fog.”

It can also affect bone density and cardiovascular health over time, and beyond physical changes, perimenopause and menopause often impact mental and emotional health. Socially, menopause remains a somewhat stigmatized topic, though awareness is growing as women in this stage or entering it are speaking out publicly. As a result, more resources are becoming available for support and workplace accommodations.

Menopausal hormone therapy (MHT), also known as hormone replacement therapy (HRT), along with lifestyle adjustments and a supportive environment, can help manage symptoms and improve overall quality of life.

How menopause affects women in the workforce—according to studies

Recent studies have increasingly highlighted the significant impact menopause can have on women’s careers, revealing how often women face unique workplace challenges and in some cases leave their jobs due to menopause symptoms. 

These findings underscore how menopause can influence not only daily work performance but also career advancement, job satisfaction, and retention. As more women in younger age groups, including Millennials, approach or anticipate menopause, they report a heightened awareness of the professional and personal effects it may bring. 

Let's take a closer look at recent research to understand the full scope of menopause's impact on women in the workforce.

Study by Maven Clinic

One in five people in the U.S. workforce is in some phase of menopause transition now, aAccording to Maven Clinic, which provides clinical, financial, and emotional support to women and families. 

Their study, which surveyed 1,050 Millennials and Gen Xers who are in perimenopause or menopause, highlighted just how many women feel disadvantaged at work during menopause: One in three Millennials in menopause don’t feel support around managing their symptoms in the workplace.

As a result, one in six Millennials who say their symptoms have impacted their work have switched to a less demanding career. Workplace accommodations matter, too: 76% of Millennials in perimenopause or menopause say they’re more likely to stay at jobs with menopause benefits.

Report by Carrot Fertility about menopause in the workplace

Carrot Fertility’s Menopause in the Workplace 2024 report found that a significant percentage of Millennials might consider adjusting their work arrangements if menopause symptoms become unmanageable.

This survey of Millennial and Gen X women by the global fertility, family-building, and healthcare platform, suggests a shift in generational attitudes, where women from these generations are more proactive in seeking solutions and voicing their needs: 70% of respondents would change their work life to alleviate menopause symptoms.

The survey results don’t just confirm what women have been saying to one another anecdotally, they also place the ball firmly in employer’s courts: A high majority of both Millennials (72%) and Gen Xers (71%) believe their workplace's culture would improve if employees had more support during menopause. 

Common challenges faced by menopausal women at work

Many women are menopause-struggling at work (can we make that a phrase? Tell your friends!). Combined with the stigma and lack of open discussion around menopause in many workplaces, perimenopause and menopause symptoms create additional hurdles that can affect productivity, confidence, and the ability to take on new roles. 

Some of the specific challenges include:

• Managing symptoms: “With dropping estrogen, many women experience hot flashes, night sweats, low mood, lower energy, and executive dysfunction,” Dillinger says. These symptoms can potentially disrupt workflow, especially in open office settings or jobs requiring public interaction. 

• Cognitive effects: “Estrogen helps our brain produce dopamine, a substance that is key for cognition and motivation,” Dillinger says. “I see so many patients who start struggling with focus, attention, and task completion during this transition. Night sweats and insomnia pile onto this.” 

• Mental and emotional well-being: Mood swings and increased anxiety, caused by decreasing progesterone, can be exacerbated by workplace stress, affecting self-esteem and performance.

• Stigmatization and lack of support: Menopause is often seen as a taboo subject, which prevents many women from discussing their needs with colleagues or supervisors.

These issues collectively hinder career growth opportunities, as women may avoid taking on new responsibilities or roles that demand peak mental and physical performance.

Tips for managing menopause symptoms at work

For women navigating menopause at work, there are steps that can help manage symptoms and foster a supportive environment:

Self-care techniques

Daily practices like regular exercise, a balanced diet, and mindfulness can help reduce the frequency and intensity of symptoms. Drinking plenty of water and taking short breaks can also improve comfort levels.

There are also specific tactics you can try as well. “Dressing in layers and having ice packs or biofreeze-type cold packs to apply when needed can help with hot flashes” Dillinger says.

Menopausal hormone therapy (MHT)

For those open to it, MHT (or HRT) may alleviate symptoms significantly. Consult with a healthcare provider to determine if MHT is a good option for you, especially if you’re experiencing severe discomfort.

“For ‘vasomotor’ symptoms like hot flashes and night sweats, certain medications like SSRI's can also be very helpful, with or without the support of hormonal replacement,” Dillinger says. “The latter can help significantly with the physical, mental health and cognitive impacts of menopause.”

Open communication

Although it can be uncomfortable, discussing symptoms and needs with trusted colleagues or supervisors can help pave the way for accommodations, such as adjusting workload, modifying the office environment, or exploring flexible scheduling.

Use of support networks

Employee resource groups for women or support groups outside of work can offer comfort, insights, and strategies for managing symptoms in professional settings.

By being proactive, women can minimize disruptions to their careers, although workplaces also play a key role in making accommodations available.

The importance of employer support for women going through menopause

While individual strategies can help, employer support is essential to create an inclusive workplace where women feel comfortable managing menopause symptoms without fear of judgment or bias. 

Women represent 47% of all US employees—making this a problem that employers would be wise to pay attention to. 

“The numbers are staggering, yet most companies act like it doesn't exist,” says Amy Spurling, CEO of Compt, an employee stipends and benefits platform. “We'll provide standing desks for back pain, but we get uncomfortable talking about hot flashes and brain fog.”

In this regard, some companies are beginning to incorporate menopause awareness programs and policies to support their employees better. Here are ways workplace support can make a difference.

• Flexible hours and remote work: Allowing flexible hours can help women work around severe symptoms. For instance, if sleep is disrupted due to insomnia and night sweats, a later start time can help them perform better.

• Menopause awareness training: Educating employees and managers about menopause can reduce stigma and foster empathy, allowing women to discuss their needs more openly.

• Access to healthcare benefits: “Ensure health insurance covers menopause-related treatments and consider offering lifestyle spending accounts that can be used for cooling products, alternative therapies, or whatever helps individual women manage their symptoms,” Spuring says.

• Comfortable work environment: Simple adjustments like better or more flexible temperature control, access to cold water, or a “quiet room” can improve comfort for women experiencing hot flashes, migraine, or other symptoms.

Why workplace support matters for retention

By addressing menopause-related needs, companies not only promote gender inclusivity but also retain experienced talent, which is invaluable for leadership and mentorship within organizations. 

“The impact on retention and promotion is real,” Spurling says. “I've seen talented women leave six-figure roles because they couldn't get basic accommodations like control over office temperature or flexible scheduling for medical appointments. This isn't just a women's issue—it's a business problem. We're hemorrhaging talent because we're not willing to have uncomfortable conversations.”

Women who feel supported are more likely to stay and invest in their careers, benefiting both them and their employers in the long term.

As more women seek solutions and support, it becomes clear that both personal strategies and employer policies play a critical role in managing menopause at work.