Picture this: You’re in the middle of a crucial presentation, the room full of your colleagues, when suddenly, a hot flash hits. Your skin burns, sweat trickles down your back, and your mind goes blank. Or maybe it’s another sleepless night, tossing and turning thanks to night sweats, only to drag yourself out of bed for another day of meetings, deadlines, and decision-making, your brain fog making it hard to think straight.
As a woman who became post-menopausal at 47, I’ve lived these moments. Fatigue, brain fog, body aches, and sleep disruption have become part of my daily reality. For too long, I tried to “play through the pain,” pushing myself to keep up with work, pretending it wasn’t happening. But here’s the truth: pushing through it isn’t sustainable—not for me, and not for the millions of women managing menopause while navigating their careers.
For far too long, menopause has been shrouded in secrecy and shame. It is a natural process that many women experience, yet it is often deemed as taboo and not discussed openly at work or in public. Instead, it becomes a private struggle for women to navigate on their own. That silence leaves women struggling in isolation. It’s time we change that.
If you’re navigating menopause and feeling uncertain about how to address it at work, or how to advocate for the support you need, you’re not alone. Here’s how we can shift the conversation.
My Personal Journey: Breaking the Silence
As my body adjusted to the changes of menopause, I refused to acknowledge it. I continued with my usual fast-paced lifestyle, pushing through the symptoms. But it wasn’t long before my body made it clear that something had to give. First, it was the sleepless nights. I couldn’t remember the last time I’d had a good night’s sleep, constantly waking up drenched in sweat from hot flashes.
Then, it got worse. I found myself sweating through my clothes and sheets, battling waves of heat that would come out of nowhere. And then came the brain fog—I started making silly, avoidable mistakes at work. Tasks I’d always handled with ease became difficult. That was when I realized ignoring my symptoms was no longer an option. The toll on my health, my focus, and my performance was undeniable.
At 47, I knew I had to stop hiding. Menopause was affecting my work, and I couldn’t keep pretending otherwise. If you’re facing similar challenges, it’s okay to acknowledge
that you need support. Menopause isn’t a weakness—it’s a natural part of life. And the more open we are about it, the more we can create a work environment that supports us.
Why It Matters
Menopause affects millions of women worldwide, and yet it’s often a hidden struggle, particularly in professional settings. In fact, it’s estimated that over 1 billion women will be post-menopausal by 2025, with 63% of those between the ages of 50 and 64 actively working (World Health Organization, 2021). Despite this, 1 in 4 women considers leaving their jobs due to the debilitating symptoms of menopause, such as hot flashes, brain fog, and fatigue (Fawcett Society, 2022). The silence surrounding menopause creates an unspoken pressure for women to endure these symptoms alone, often negatively affecting their performance, well-being, and career trajectory.
For organizations, ignoring menopause isn’t just about individual discomfort; it’s a missed opportunity to create an equitable and supportive workplace. A study conducted by the Chartered Institute of Personnel and Development (CIPD) found that 25% of menopausal women feel unsupported in the workplace, with many choosing not to disclose their symptoms for fear of stigma or career repercussions (CIPD, 2021). Given that women make up nearly half of the global workforce, and menopausal women account for a growing segment of leadership and management roles, addressing this issue is critical for business success.
Supporting women through menopause with practical policies, like flexible hours, improved work environments, and fostering open conversations, can lead to improved employee retention, higher engagement, and a more inclusive company culture. A report from the Menopause Experts Group found that organizations adopting menopause-friendly practices have seen a 9% increase in employee retention and a 13% boost in productivity (Menopause Experts Group, 2022), proving that when women feel understood and supported, they continue to contribute at their highest potential.
Menopause shouldn’t be the reason women feel they need to step back from their careers. By normalizing conversations and implementing real solutions, we help ensure that no woman has to choose between her health and her work. This isn’t just a women’s issue—it’s a business issue, a workplace culture issue, and ultimately, an issue of fairness and equality for all.
Step 1: Acknowledge the Impact
The physical and mental effects of menopause extend beyond your personal health and can significantly impact your performance in the workplace. The constant fatigue, brain fog, mood swings, headaches, and sleep disruption are not just minor inconveniences; they can make it difficult to concentrate, stay motivated, and operate at peak capacity.
If you have been silently battling these symptoms, it is important to acknowledge that menopause is not just a personal issue, but also one that affects your ability to thrive in a professional setting. It is time for society to recognize and address menopause as a valid workplace concern.
Step 2: Speak Up for Yourself
Breaking the silence and advocating for yourself can feel like an impossible task. How do you explain to your manager or HR team that your work is being affected by something intangible, yet all-consuming? It's a delicate balance of communicating your struggles while also trying to maintain your professionalism. But staying silent may only make things worse. So you find a way to express your experience with clarity and confidence:
“I’ve been dealing with menopause symptoms that are affecting my energy and focus. I want to be upfront about this so we can work together to find ways that support my ability to continue performing well.”
This is more than just your own personal experience - it's about breaking down barriers and changing the way workplaces view menopause. By bravely sharing your story, you create a safe and open environment for others to do the same. Your courage paves the way for greater understanding and acceptance of menopause in the workplace.
Step 3: Ask for Flexibility
Feeling overwhelmed and struggling to push through the pain? Remember, you don't have to do it alone. Don't be afraid to ask for flexibility in your work arrangements. Perhaps you can adjust your start time to better manage disruptions in sleep, or work from the comfort of your own home on days when the pain is particularly intense. Taking short but frequent breaks throughout the day can also provide much-needed relief. These seemingly small adjustments can have a significant impact on your overall well-being and ability to overcome challenges.
When asking for flexibility, you can say:
“I’ve noticed that my symptoms fluctuate, and having more flexibility would help me manage my workload without burning out. Could we explore options for adjusting my hours or working from home when needed?”
Step 4: Encourage Workplace Adjustments
Flexibility in work hours is important, but the physical environment plays a crucial role as well. Hot flashes and body aches can disrupt your day, so small changes in the office can bring much-needed relief. Requesting temperature control, access to quiet or private spaces, or the ability to take breaks when symptoms arise can greatly improve your productivity while also taking care of your overall well-being. The comfort and functionality of your workspace can make all the difference for women experiencing menopause symptoms.
Step 5: Educate and Destigmatize
Changing the conversation around menopause starts with education. Encourage your employer to offer workshops or training sessions for all employees, not just women. When the whole workforce understands that menopause is a natural life stage, it removes the stigma and creates a more supportive culture.
As someone who’s gone through menopause, you can use your experience to lead the way. Suggest that your company’s wellness programs include menopause support groups, counseling, or health information sessions. When employees feel empowered to talk about menopause openly, it benefits everyone.
Step 6: Know You’re Protected
It’s important to remember that menopause may intersect with your legal rights in the workplace. Discrimination related to menopause could fall under sex discrimination. If you feel that your symptoms are being unfairly judged or that you’re being treated differently because of menopause, know that you have the right to speak up and protect yourself.
My Takeaway: Let’s Change the Conversation
For a long time, I thought I could just grit my teeth and push through the symptoms. But the more I’ve learned—and the more I’ve embraced speaking up—the more I see that menopause isn’t something we should hide. It’s something we should talk about, address, and manage together.
Menopause isn’t just my issue, and it’s not just yours. It’s a workplace issue. The more we talk about it, the more we normalize it. And the more we normalize it, the easier it will be for future generations of women to thrive in their careers without feeling like they have to hide.
We can no longer afford to stay silent. By speaking up, we’re not just advocating for ourselves — we’re advocating for all women in the workplace, now and in the future. Together, we can ensure that menopause becomes a normal, supported part of every woman’s career.
So here’s my call to action: Speak up. Advocate for yourself. And together, let’s change the workplace conversation around menopause—because we all deserve to thrive at every stage of life.