Aging happens to everyone, but women’s experience is uniquely personal. At some point, every woman will go through menopause, usually between ages 45 and 55.
Christine Muldoon
Senior Vice President, Marketing and Strategy, WebMD Health Services
During that time, symptoms like brain fog, sleep troubles, weight gain, joint pain, and hot flashes can significantly affect daily life.
But menopause isn’t just a personal concern. The symptoms of menopause create significant challenges at work, impacting women’s focus, productivity, and careers.
According to Let’s Talk Menopause, 27 million women, representing 20% of the U.S. workforce, are currently navigating perimenopause, menopause, or postmenopause. In recent research conducted by WebMD Health Services:
- 85% of women say menopause creates work challenges
- 62% of women struggle to manage symptoms at work
- 58% of women say menopause has been a source of stress
Menopause can also shape women’s career decisions. In the same study, 34% of women in leadership roles said they’ve considered leaving their jobs, and nearly 1 in 4 have turned down promotions because of menopausal symptoms. Behind those numbers are real stories of talented, dedicated women trying to push through hard days. Companies suffer, too, as these factors impact retention, productivity, and overall organizational performance.
The message is clear: If you’re not bringing visibility to this experience in the workplace, you’re contributing to the silence. In fact, 7 in 10 women agree that employers have a responsibility to offer support for this natural stage of life.
What kind of workplace support truly helps?
Here’s what women say makes a meaningful difference:
1. Breaking the stigma
WebMD’s research showed that fewer than 1 in 5 women feel comfortable requesting menopause-related accommodations at work, and many feel too embarrassed to ask. Breaking the stigma starts with providing menopause training for employees at all levels and fostering a culture of acceptance.
Encouraging open dialogue with managers, peers, or employee support groups can help normalize the experience and make it easier for women to ask for help without fear of judgment or career repercussions. Companies can also help reduce stigma through awareness campaigns so employees feel seen, understood, and empowered.
2. Knowing they have access to the right care
Trained healthcare providers who understand menopause can offer guidance for managing symptoms, from hormonal treatments to lifestyle adjustments. Employers can ensure the benefits they offer include these providers and treatments, and that they communicate about these benefits so employees understand their coverage.
3. Flexibility and compassion
On tough days, something as simple as taking a break when needed can make all the difference. About 9 in 10 women say paid leave or sick days for menopause symptoms, or flexible work options, would help.
It’s time to invest in menopause support in the workplace
With understanding, care and the right support, companies can normalize the conversation around menopause and help women navigate it with more confidence. Doing so not only benefits the women who are on their teams and leading their people, but also creates a stronger workplace culture and demonstrates a commitment to truly caring about employee well-being at every stage of life.
To see more data from this study and learn how to foster a menopause-friendly workplace, click here
