Written by Dr Mecky McNeil MBBS, BSc, MRCGP, ACC, PGCert
Women over 50 are the fastest growing demographic in the workplace, however menopause symptoms can have a significant impact on work performance and in some cases retention, leading to cost implications for the employer and state.
The menopause, or the cessation of menstruation, is a normal stage of life. The average age of the menopause is 51 years. However, it can occur much earlier, either naturally, with no identifiable underlying cause, or as a consequence of disease, surgery, radiotherapy or chemotherapy. 1
Common symptoms include hot flushes, tiredness and fatigue, brain fog, mood changes and musculoskeletal pain and can last between 4-8 years impacting quality of life, and in the workplace, engagement, performance, motivation and relationships. 1,2
One in three women are changing, pausing, or leaving work because of menopause – yet most organisations still aren’t talking about it
The Fawcett report, published in 2022, is one of the largest surveys to date looking into womens’ experiences at work.3 One in ten of the women surveyed reported leaving their job due to symptoms. Eight out of ten said their employer had not shared information, provided training, or implemented a menopause absence policy. Almost half of the women surveyed had not approached their family doctor to discuss menopause. Among those who had, three in ten reported experiencing delays in diagnosis. Furthermore, only four in ten women who consulted their doctor said they were immediately offered hormone replacement therapy (HRT).
Here in Switzerland menopause remains a taboo subject. A panel event I attended recently discussed this very topic. The consensus was that women do not feel safe to speak out in the workplace. Added to this, access to menopause care is limited.
Swiss data on menopause in the workplace is also limited. The first nationwide study was released in September 2025. Conducted by the Berlin School of Economics and Law, Universitätspital Bern and The Women Circle, the MenoSupport Suisse study surveyed 2,200 women and found that 33% reported changing, pausing or reducing work due to menopause. 5.7% retired early, 13.3% took a career break, 16.4% changed jobs and 20.5% reduced their working hours.4
Larger studies from the UK give further insights of the impact of menopausal symptoms in the workplace. A 2024 study correlated symptom severity with absenteeism; 60% of women with moderate to severe symptoms reported taking time off, arriving late, or leaving early from work. Of those with severe symptoms, 64% reported plans to reduce their working hours, 44% intended to leave their current employer, and 47% were considering exiting the workforce altogether. 5
What is the cost of ignoring menopause in the workplace – and can organisations afford it?
A report commissioned by the in 2024 estimated that the cost of unemployment related to menopause is £1.5 billion per year. Data collected indicated that women with severe symptoms take 7 days off per year costing the economy an estimated £191 million each year due to absenteeism, with presenteeism estimated to cost a further £22.4 million per year.6 Both these reports, alongside data from the recent Swiss study, present a strong business case for addressing menopause in the workplace, highlighting a real and urgent need for action.
Time to act: The European Menopause and Andropause Society Global Consensus sets out clear recommendations to build menopause-aware workplaces
The European Menopause and Andropause Society (EMAS) highlight that menopause should be considered a gender and age-equality issue and dealing with the consequences should be integral to maintaining an inclusive work environment. They also raise the important need to support women in work to protect future pensions, income, security and well-being. Their global consensus report has made several recommendations to address the needs of menopausal women in the workplace including the provision of guidance for employers/organisations, managers and supervisors, and employees with menopausal symptoms, as well as guidance for healthcare professionals.
Key points include making health and well-being during menopause a priority for the organisation, zero tolerance towards bullying and discrimination, and providing training for managers to enable sensitive conversations around menopause to encourage employees to speak up if they want to.
Managers and supervisors should make reasonable adjustments to support women ranging from good ventilation, access to cold water and bathroom facilities, flexibility towards uniforms and clothing, and flexible working hours and work from home where appropriate and applicable. These should be tailored to individual need.
The EMAS also include recommendations that healthcare professionals recognise the impact menopause can have on quality of life and ability to work and the impact reducing working hours or unemployment can have financially, both in the short and long term. Consequently, healthcare professionals should provide evidence-based advice on both medical and lifestyle management of menopause. In addition, they recommend that occupational health professionals encourage women to consult with their usual healthcare professionals to discuss treatment options.
The EMAS consensus statement recommends women speak to their managers if symptoms are impacting their ability to work, seek help from advocacy bodies if they feel unsupported, and ensure they are aware of evidence-based guidelines for menopause at work and legislation that protects menopausal women.
They encourage women to get involved in support groups at work, take part in menopause awareness training, and consult with their usual healthcare provider about their symptoms to discuss treatment options and self-help strategies.
Menopause is a well-being, business and workforce priority
Menopause is a well-being, business and workforce priority. The evidence shows clear impacts on performance, retention, and economic participation, yet many organisations remain underprepared to respond. With women over 50 forming the fastest-growing demographic of the workforce, failing to act risks losing experienced talent at scale. Through implementing guidance such as the EMAS recommendations, raising awareness, equipping managers, fostering open conversations, and making simple, flexible adjustments, organisations can create more inclusive, supportive workplaces. Supporting women through menopause will strengthen resilience, improve retention, and build a thriving, high-performing and sustainable workforce, while also addressing gender balance by ensuring experienced women can continue to contribute, lead and progress throughout their careers.
Learn more about Dr Mecky McNeil, her menopause expertise and the health and well-being coaching services she offers, or get in touch to discuss how she can support you or your organisation.
References
- Rees, M., Bitzer, J., Cano, A., Ceausu, I., Chedraui, P., Durmusoglu, F., Erkkola, R., Geukes, M., Godfrey, A., Goulis, D. G., Griffiths, A., Hardy, C., Hickey, M., Hirschberg, A. L., Hunter, M., Kiesel, L., Jack, G., Lopes, P., Mishra, G., … Lambrinoudaki, I. (2021). Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement. Maturitas, 151, 55–62. https://doi.org/10.1016/J.MATURITAS.2021.06.006
- O’neill, M. T., Jones, V., & Reid, A. (2023). Impact of menopausal symptoms on work and careers: a cross-sectional study. Occupational Medicine (Oxford, England), 73(6), 332. https://doi.org/10.1093/OCCMED/KQAD078
- Fawcett Society (2022). Menopause and the workplace. Available at: https://www.fawcettsociety.org.uk/menopauseandtheworkplace (Accessed: 28 April 2026).
- New Swiss Study Reveals the Real Impact of Menopause at Work – European Menopause and Andropause Society | EMAS. (n.d.). Retrieved February 7, 2026, from https://emas-online.org/new-swiss-study-reveals-the-real-impact-of-menopause-at-work/emas-news/
- Cronin, C., Abbott, J., Asiamah, N., & Smyth, S. (2024). Menopause at work—An organisation-based case study. Nursing Open, 11(1), e2058. https://doi.org/10.1002/nop2.2058
- Women’s health economics: investing in the 51 per cent | NHS Confederation. (n.d.). Retrieved February 7, 2026, from https://www.nhsconfed.org/publications/womens-health-economics
