Menopause at work: navigating career challenges and self-care

Menopausal women may face career challenges stemming from ageism and gender bias. The stereotype that older women are less productive or less adaptable can limit opportunities for professional growth and advancement, even when these perceptions are unfounded.

Menopause at work: navigating career challenges and self-care

Wednesday October 18, 2023,

4 min Read

Menopause, a natural phase in a woman's life, is often discussed in hushed tones or simply brushed under the carpet in workplace conversations. This silence perpetuates the misconception that menopause is a purely personal matter, but it has significant implications for women's careers and their overall well-being. As we delve into the complexities of menopause at work, it becomes evident that addressing this issue is not only a matter of compassion but also a strategic imperative for businesses aiming to foster diverse and inclusive workplaces.

Menopause at work

At the outset, it is important to dispel the myth that menopause affects only a small fraction of women. As per the Indian Menopause Society, around 150 million women in India live with menopause. This demographic represents a substantial portion of the workforce, and ignoring their needs can have dire consequences for both individual employees and their employers.

Career challenges

Menopause often brings with it a host of physical and emotional symptoms, including hot flashes, fatigue, mood swings, and cognitive changes. These symptoms can disrupt an employee's daily routine and impact their performance at work. Research suggests that women experiencing menopause-related symptoms may be more prone to absenteeism and presenteeism, leading to decreased productivity and potentially higher healthcare costs for employers. Moreover, menopausal women may face career challenges stemming from ageism and gender bias. The stereotype that older women are less productive or less adaptable can limit opportunities for professional growth and advancement, even when these perceptions are unfounded.

Creating supportive workplaces

To address these challenges, companies must take proactive steps to create supportive workplace environments for menopausal employees. This includes educating management and colleagues about menopause and its potential impact on work performance. Encouraging open conversations and offering flexible work arrangements can go a long way in accommodating the diverse needs of menopausal women.

Additionally, providing access to resources such as employee assistance programmes, wellness initiatives, and healthcare benefits that cover menopause-related treatments can be immensely beneficial. Supporting women through menopause is not only a matter of empathy but also a strategic investment in retaining experienced talent and promoting gender diversity at all levels of the organization.

Employers can provide designated workrooms or spaces where women experiencing hot flashes can easily adjust the temperature to their comfort. These spaces should be equipped with temperature controls, fans, or cooling systems. They can also consider relaxing dress code policies to allow for more comfortable clothing options that can help women manage temperature fluctuations and discomfort.

Self-care for menopausal women

While companies have a vital role to play in supporting menopausal employees, women themselves must also prioritise self-care during this transition. The demands of work and family life can often overshadow personal well-being, but menopausal women must make self-care a priority. Regular exercise can help alleviate some of the physical symptoms associated with menopause, such as hot flashes and joint pain. Practicing stress-reduction techniques like meditation and mindfulness can be effective in managing mood swings and anxiety. It is also crucial to maintain a healthy diet and ensure proper hydration to support overall health during this time.

The importance of community and education

Building a community of support and sharing experiences with other menopausal women can be incredibly empowering. Many organisations have started to establish employee resource groups focused on women's health, including menopause. These groups provide a safe space for women to discuss their experiences, seek advice, and advocate for changes within the workplace. Education is also key. Women should educate themselves about the menopausal process and its potential impact on their lives. Armed with knowledge, they can better communicate their needs to their employers and healthcare providers, ensuring that their concerns are addressed effectively.


Menopause at work is a topic that deserves our attention, empathy, and action. By recognizing the prevalence of menopausal women in the workforce and addressing the career challenges they face, we can create win-win solutions that benefit both employees and employers. Supporting women through this natural transition not only fosters a more inclusive workplace but also retains valuable talent and promotes gender equality. In the end, menopause should be a subject we openly discuss, understanding that it is not just a personal matter but a professional one as well.

(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)