When I was approached by Diversity Council Australia to write a piece about menopause in the workplace to mark World Menopause Day (18th October), out of curiosity I looked back at the themes of the Day across the years. Not one had focused on the workplace.
This year’s theme is “The role of lifestyle medicine in menopausal health.” The International Menopause Society recommends a range of lifestyle changes to help manage symptoms; healthy eating, regular physical activity, mental wellbeing, restorative sleep, and healthy relationships. Apart from noting that work-related stress and low job control can make symptoms worse, there was still no mention of how workplaces themselves can support women.
I then began looking into age-related discrimination and stereotyping, both in workplaces and in society more broadly. Research exploring perceptions of ageism across the lifespan often offer a snapshot of stereotypical “midlife.” Yet the global conversation about menopause rarely considers the workplace, so it’s perhaps no surprise that menopause remains overlooked as a key employee issue. We either forget that women experiencing peri/menopause are part of the workforce, or we forget that menopause happens beyond the home. But it does — and some of the most experienced, capable people in our organisations may be experiencing it.
Menopause: A Natural Part of Life
Menopause is a natural part of ageing for people who menstruate. Medically, it occurs when a person has their final menstrual period and marks the end of their reproductive life, usually between the ages of 45 and 55. Some experience early or premature menopause before 45, or even earlier.
Perimenopause is the lead-up to menopause, when symptoms begin. This stage lasts an average of four to six years but can range from one to ten. Every person’s experience is different. A postmenopausal person is someone who has had no menstrual periods for 12 consecutive months.
Symptoms vary widely. Around 60% experience mild to moderate symptoms, 20% have none, and another 20% experience severe symptoms that can continue well into later years. Common symptoms include hot flushes, night sweats, fatigue, aches, sleep disturbance, anxiety, mood swings, and “brain fog.”
A 2018 review of Australian, UK, and European research found that while menopausal symptoms often undermined women’s confidence and increased their intention to leave work, menopause itself did not correlate with any decline in performance. In other words, women remain capable and productive — they just often feel unsupported while doing so.
Why It Matters at Work
Menopause isn’t just a personal health milestone — it’s a workplace issue that intersects with gender, age, and health. For First Nations women, women from migrant and refugee backgrounds, women with disability, and gender-diverse people, these challenges are compounded by intersecting forms of discrimination and disadvantage. For trans and gender diverse people, talking about menopause at work can be especially complex, as it may involve revealing personal information about their gender history and increase the risk of transphobia or other forms of discrimination.
For many women, perimenopause and menopause arrive just as they’re at the height of their careers — leading teams, shaping strategy, and bringing years of expertise. Yet despite this, many leave the workforce earlier than planned.
In Australia, women retire, on average, at 55 — five years earlier than men and ten years before their desired retirement age. Almost half cite health as the main reason, and for many, menopause plays a part. Research shows that women who experience disruptive symptoms around age 50 are significantly more likely to leave their jobs by 55. Others stay but quietly scale back, passing on promotions or opportunities because they’re unsure how to manage their health alongside work demands.
That’s a major loss of talent, leadership, and institutional knowledge at a time when organisations most need experienced people.
Researchers call this the “mid-life collision” — the point where career pressures, caring responsibilities, and growing health concerns collide. Without adequate workplace support, it’s no surprise that stress, burnout, and early retirement follow.
Menopause also exists within a broader pattern of gender inequality. Women already face barriers such as the gender pay gap, interrupted career trajectories due to caregiving, and limited access to leadership roles.
And yet, menopause remains one of the last taboos at work. Many women fear disclosing symptoms, worried they’ll be seen as less capable or “past it.” Some report being sidelined or patronised after speaking up. This silence leaves staff to struggle alone — and managers unsure how to help.
What Workplaces Can Do
Women in mid-life (40-44, 45-49 and 50-54 age groups) have the highest levels of participation in the workforce of any age group. This presents an opportunity for employers to recognise and support a growing number of workers in this life stage.
Employers also have legal responsibilities to provide a safe and healthy environment that does not adversely impact health and is free from discrimination.
Creating a menopause-friendly workplace benefits everyone. It can boost productivity, reduce absenteeism, and strengthen retention. It also demonstrates fairness and inclusion — values that matter not just to midlife women, but to all employees. A supportive culture enhances your organisation’s reputation as an employer of choice and strengthens public trust.
There are excellent resources available to help including menopauseatwork.org for practical tools and training, and Women’s Health East’s “How to Become a Menopause-Friendly Workplace” for local guidance.
Importantly, most people experiencing menopause aren’t asking for reduced workloads or special leave. What they value most is flexibility, short breaks, and understanding.
Business leaders can play three key roles:
- Lead the conversation – normalise and destigmatise menopause at work.
- Equip managers – ensure they’re menopause-informed and confident discussing supports.
- Signpost support – share reliable information and health resources.
Because when workplaces value and support people through every stage of life, everyone benefits.
Claire Butselaar is a Health Promotion Coordinator at Women’s Health East, an independent, not-for-profit women’s health promotion organisation dedicated to women’s health, wellbeing and safety in Melbourne’s eastern region. Claire is passionate about women’s health and works in partnership with community, health services, and government organisations to ensure women of all backgrounds have access to the information and services they need across every stage of life.