Menopause at Work: It’s Time We Talk About It (And Do Something About It!)

Let’s be real for a second: for half the population, menopause is a guaranteed life event, yet you wouldn’t know it by looking at most workplaces. It’s like we’re living in a reality where menopause doesn’t exist, except we know it does. I know it does. Because I’m living it. Hot flashes? Check. Sleepless nights? Check. Mood swings that make a roller coaster look tame? Double check. And guess what? Most of us are still showing up at work every day like champions, pretending we’re fine when our bodies are throwing everything at us.

Menopause is this big, silent, awkward thing that we just don’t talk about enough, especially at work. But here’s the kicker—it should be talked about. In fact, it’s time for employers, team leaders, HR pros, and, yes, women, to demand that it be part of the conversation.

The Menopause Elephant in the Room (That We’ve Been Ignoring for Too Long)

The thing is, while menopause affects a staggering 80% of working women, it’s often ignored in workplace policies and conversations(the lack of support for…). Let’s flip the script on that, shall we? This isn’t just about women “powering through.” It’s about the system acknowledging and accommodating a life stage that’s as natural as puberty (but, spoiler alert, with fewer balloons and cupcakes).

Menopause can bring with it hot flashes, mood swings, memory lapses, sleep issues, and even anxiety or depression(the lack of support for…). And it affects how women show up at work. If 59% of women are saying that menopause impacts their job performance, we can’t keep sweeping this under the rug(the lack of support for…). Women are burning out or leaving jobs they love because there’s zero support.

Imagine showing up to a meeting with the world’s worst hot flash, trying to play it cool (pun intended), while wondering if anyone will notice your brain just forgot what the meeting was about. That’s reality for many women, and it’s stressful. We shouldn’t have to just ‘deal with it’—we need the workplace to start dealing with it, too.

So, What Can We Do About It? (Hint: A Lot)

It’s time for employers to step up. This isn’t just a women’s issue; it’s a business issue. When women are supported, retention goes up, productivity stays steady, and morale? Well, it might just skyrocket. Here’s how businesses can start doing better.

1. Create a Culture of Support and Openness

First thing’s first—talk about it! Menopause shouldn’t be a whispered word. Establish open lines of communication. Start by normalizing discussions around menopause and health in the workplace. This can be as simple as allowing space for conversations or as formal as setting up employee support networks where women can share their experiences and feel understood.

Encourage self-advocacy, too. Let women know it’s okay to ask for what they need. Maybe that’s a little flexibility with meeting times or a cooler workspace. Spoiler alert: when women feel empowered to talk about menopause, it benefits everyone.

2. Flexibility is Queen

One of the most effective (and easiest) ways to support menopausal women? Flexible working conditions. Offering remote work days or allowing for flexible hours can help accommodate symptoms like disrupted sleep or brain fog. For many, just having the freedom to work when they’re feeling their best is a game-changer(the lack of support for…).

3. Adapt the Physical Workplace

How about some practical changes? We’re not asking for a complete office redesign, but some small adjustments could go a long way. Fans on desks, access to temperature-controlled rooms, or even a simple private rest area could make a world of difference for someone experiencing hot flashes or fatigue(the lack of support for…).

Also, consider revisiting the dress code. Sometimes, those sleek corporate outfits just don’t cut it when you’re overheating. A little more leeway for breathable fabrics might be exactly what’s needed.

4. Manager Training: Yes, This Means You

Let’s be honest, not every manager is comfortable with (or even knowledgeable about) menopause. That’s a problem. Managers need training to recognize and respond with empathy when someone is experiencing menopausal symptoms. This isn’t about offering pity, it’s about practical support and understanding. Being proactive, instead of reactive, makes everyone’s life easier(the lack of support for…)(the lack of support for…).

5. Offer Resources and Benefits That Matter

If your healthcare plan doesn’t cover menopause-related treatments like hormone therapy, consider revising that. Access to healthcare professionals who specialize in menopause can be a lifeline for many women(the lack of support for…). Not to mention, offering wellness programs that incorporate menopausal support—like stress management, nutrition guidance, and exercise plans—can make a significant impact on both the employee’s well-being and their performance at work.

Why This Matters to Employers

Investing in supporting your menopausal employees is not just the right thing to do—it’s smart business. Companies that prioritize inclusion and support for their employees see better retention, higher engagement, and lower burnout rates. Plus, it’s 2024. If we can talk about parental leave and mental health at work, we can absolutely talk about menopause.

This isn’t just about creating a more humane workplace—it’s about being a forward-thinking, empathetic organization that recognizes all of its employees, not just the ones in their prime 20s and 30s.

Women, We’ve Got This (But We Shouldn’t Have to Do It Alone)

To all the women reading this: whether you’re just starting your peri-menopausal journey or are deep into the hot flash trenches, know that you’re not alone. We can (and will) advocate for ourselves, and for those coming after us. But let’s hold our workplaces accountable, too. It’s about time the world caught up to where we are.

Let’s Break the Taboo

The time for silence is over. Menopause is part of life for millions of working women, and it’s time our workplaces started reflecting that reality. We’ve made progress in breaking stigmas around mental health and work-life balance—now let’s add menopause to that list. Employers, leaders, and HR professionals: be the champions of this change.

And to my fellow women? Keep pushing, keep demanding the accommodations you deserve, and most importantly, keep showing up—because we’re here, we’re hot, and we’re not going anywhere.