Menopause: A HOT Topic at Work
Updated: 5 days ago
October is Menopause Awareness Month, and menopause is finally getting some much-needed attention in the workplace. You might even say it's becoming a HOT topic (see what I did there?).
And it's about time. A few states have introduced legislation addressing menopause in the workplace, and some have already enacted protections.
As someone who's been through it, I can tell you it's no walk in the park. Yet despite being a natural stage of life that affects roughly half the population, we rarely talk about its impact on women at work.
Why Should Employers Care?
A 2023 Mayo Clinic study estimated that menopause-related symptoms cost U.S. employers approximately $1.8 billion annually in lost work time.
Another study from the UK's Chartered Institute of Personnel and Development (CIPD) found that 67% of working women ages 40–60 who had experienced menopause symptoms reported that those symptoms had a negative impact on their work.
Think about that for a minute.
We're talking about women who are often in the prime of their careers. Experienced employees, managers, and leaders who bring valuable knowledge, skills, and perspective to their organizations.
And some are struggling with symptoms that affect their work without feeling comfortable talking about them.
It's More Than Hot Flashes
When people think about menopause, hot flashes are often the first thing that comes to mind. But the symptoms can go well beyond that.
Sleep disturbances, fatigue, difficulty concentrating, anxiety, mood changes, and joint pain are just a few of the challenges women may experience.
Imagine trying to lead a meeting after several nights of interrupted sleep. Or concentrating on a complex project when you're dealing with brain fog.
Now imagine feeling like you can't explain what's going on because you're worried about being perceived as less capable.
Of course, not every woman experiences significant symptoms. Some move through menopause with relatively little disruption. Others struggle for years.
The point isn't to assume that women at a certain age will have difficulties. It's to recognize that some employees may need support.
What Can Employers Do?
The good news is that supporting employees through menopause doesn't necessarily require expensive programs or complicated policies.
Let me say this loud and clear. Managers should not go around trying to diagose women with menopause.
But a few practical steps can make a difference.
1. Build awareness among managers.
Managers don't need to become menopause experts. But they should understand that symptoms can affect employees differently and know how to respond when someone raises a concern.
Just as importantly, they shouldn't make assumptions about an employee's health or capabilities based on age or gender.
2. Offer flexibility where possible.
Sometimes small adjustments can make a big difference.
Flexible scheduling, access to fans or temperature controls, opportunities for breaks, and reasonable adjustments to the work environment may help employees manage symptoms.
The key is to understand what the individual needs rather than assuming one solution will work for everyone.
3. Make it safe to have conversations.
Employees shouldn't feel embarrassed or worry about jeopardizing their careers if they need to discuss a health-related concern.
Managers can help by listening without judgment, respecting confidentiality, and focusing on what support may be helpful.
Employees also shouldn't be pressured to disclose personal medical information.
4. Balance support with accountability.
Supporting employees doesn't mean lowering performance expectations or overlooking legitimate concerns.
It means understanding what might be affecting performance, exploring appropriate support, and giving employees a fair opportunity to succeed.
Is Menopause Considered a Disability
You may also be wondering in menopause is considered a disability? While menopause itself is not automatically considered a disability under the Americans with Disabilities Act (ADA), certain menopause-related impairments may qualify if they substantially limit a major life activity. Employers should take accommodation requests seriously, evaluate individual circumstances, and engage in the interactive process when appropriate. This is where you should involve HR.
The Bigger Leadership Lesson
Menopause is just one example of something I've seen throughout my HR career: We don't always know what employees are dealing with outside of what we see at work.
Health concerns, caregiving responsibilities, stress, and major life transitions can all affect how people show up.
That doesn't mean managers have to solve everyone's personal problems. They can't, and they shouldn't try. But they can create an environment where employees feel comfortable raising concerns, asking for help, and working together to find reasonable solutions.
And when organizations do that well, they're more likely to retain the experienced employees they can't afford to lose.
A Question for Leaders
How well equipped are your managers to respond when an employee is struggling with something that may be affecting their work?
You don't need a policy for every life circumstance. But you do need managers who know how to listen, show care, maintain appropriate expectations, and involve HR when needed.
Research referenced:
Mayo Clinic Proceedings (2023), Impact of Menopause Symptoms on Women in the Workplace
CIPD (2023), Menopause in the Workplace: Employee Experiences in 2023
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