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Menopause in the Workplace

Menopause in the Workplace
If you believe you are facing workplace
issues related to menopause,
contact us at 617-484-9600.

Let’s talk about something that until very recently got zero airtime – how menopause shakes things up at work; not a temporary inconvenience, but real symptoms that challenge our day-to-day work lives

The Change is Real

And it is profound – it’s happening to millions of women every single day.  One pop culture writer has compared menopause to a second puberty without a Judy Blume book[1], funny, yes, but menopause is far-more life changing. 

Menopause is one of many life changes that impacts only women.  It’s a natural biological process that can affect women’s health, emotions, and overall well-being, but as a society we have only just begun to talk openly about its challenges.  While menopause is a natural transition, the timing and symptoms are different for everyone. For many of us, the symptoms of menopause deeply intersect with and impact our work lives.  For some, menopause symptoms and related health issues will require accommodations that go beyond workplace understanding and support.

Recognizing Menopause in the Workplace

At the moment, in the U.S., the tiny state of Rhode Island is the only state that has specific protections for women experiencing menopause symptoms. On June 24, 2025, Governor Daniel McKee signed into law House Bill No. 6161, making Rhode Island the first state in the nation to expressly require employers to provide workplace accommodations for applicants and employees experiencing menopause and related medical conditions unless the employer can demonstrate that the accommodation would pose an undue hardship on the employer’s business operations, together with notification requirements concerning the new law.

There is a much larger, ongoing trend for such protections in other countries. The United Kingdom is one country that is considerably ahead of the US in talking about and studying the impact of menopause in the workplace.  There is a recognition that if not properly supported by their employers, menopausal women may work fewer hours or leave the workplace entirely.  This is a significant issue because menopausal women are the fastest, growing cohort of employees in the workplace[1]. A UK-based study [2]found that up to 1 in 6 women left or seriously contemplated leaving their jobs because of a lack of menopause support in the workplace.  This type of talent drain is unsustainable for businesses. Other countries also allow recognition that women have experienced unlawful discrimination based on their menopausal status. 

The UK provides evidence-based authoritative guidance for both employers and employees to provide workplace support and has for several years[3].  There are solutions available to help women continue to work comfortably during menopause, such as:

  • flexible working such as changing working patterns or working from home
  • workplace counseling
  • option to take more regular breaks
  • more time to prepare before meetings, appointments or engagements.[4]

For now, U.S. women are finally facing a newly emerging recognition of specific workplace challenges related to menopause.

How This Hits Us at Work

Menopause symptoms do not stop when the workday starts. These symptoms impact not just how we feel but how we show up at work. Whether it’s scheduling doctor’s appointments, taking meds, or just trying to figure out how to get through the day.  

Here are some of the more common challenges:

Productivity Concerns

Hot flashes, fatigue, and brain fog can affect productivity. You’re trying to focus and it’s beyond frustrating. It’s not just about potentially missing deadlines—it’s about feeling like you’re just not yourself. Your once impeccable performance record may seem a little less than five star. Concentration issues make completing tasks more difficult, leading to diminished self-confidence.

Interpersonal Relationships

Mood swings and emotional sensitivity can strain communication and relationships with coworkers. Colleagues may think you’re being short with them or overly sensitive, particularly if coworkers or supervisors are unaware of the underlying causes of behavioral changes.

Professional Appearance

Hot flashes or excessive sweating can cause you to feel self-conscious about your appearance. This can lead to discomfort during presentations, meetings, or customer interactions, potentially affecting self-esteem and performance. Sweating through your blouse during a meeting or feeling your face flush in the middle of a presentation can be a real blow to your confidence.

Stigma and Misunderstanding

One of the most significant challenges is the lack of understanding or awareness about menopause in many workplaces. We may feel hesitant to disclose our experiences due to fear of ageism, sexism, judgment and negative repercussions. This can leave us feeling isolated, unsupported, and worse, subject to some type of disciple. Many menopausal employees may forego asking for necessary accommodations and benefits.

The Bigger Problem

Most workplaces don’t get it. Menopause has barely been on their radar, and because of that, we end up dealing with it in silence. We worry about being judged—are they going to think we’re too old? Too emotional? So, we just power through, even when we’re struggling. 

So, how do we make things better for ourselves and maybe others going through the same thing?  We stop suffering in silence.

Asking for Support and Accommodations

Addressing menopause in the workplace involves raising awareness and advocating for accommodations. Here are several possible approaches to creating a more supportive environment.

Flexible Policies

Flexible policies and accommodations could make a world of difference, whether it’s having the option to work from home when you’re not feeling great or having a fan at your desk.  Other reasonable requests could be adjusted hours, or additional breaks to help employees manage symptoms more effectively. For example, someone experiencing fatigue due to night sweats may benefit from starting their workday later.

Workplace Comfort

Providing access to comfortable workspaces, such as adjustable thermostats or quiet rooms, can help alleviate symptoms like hot flashes or headaches. Employers can offer ergonomic chairs or standing desks to address joint pain.

Access to Medical Assistance

Employers may offer health benefits that include access to menopause specialists, counseling services, or wellness programs. Women accessing these programs should always be afforded privacy.  However, some employer-sponsored programs may have nuances that you should understand if you are at all concerned about confidentiality. This is the same advice for participation in any employee resource group focused on health and wellness for menopausal women. And, of course, you should be permitted time necessary for medical appointments and necessary medical leave.

The Positives of Menopause

Menopause usually comes a time of life that can be quite liberating for women. By the time we reach menopause, we are more established in our relationships, careers and with s stronger sense of self, and can now focus on self-care and what matters most to us.Many women feel more confident and, combined with our years of wisdom and experience, we have greater clarity.  We know what’s important and what is not. Most importantly, this can be a time of empowerment.  Women with decades of life experience, can now ask unabashedly for what they want, and what they believe they deserve. Oftentimes women have greater clarity and have less of an accommodation for others mindset.  The hormonal veil dissipates, and women can more clearly step into themselves.

What can you do?

Menopause is a natural life transition for 50% of the population, yet its impact on work settings goes unaddressed. Women experiencing menopause symptoms deserve understanding, flexibility, and resources to help them thrive in the workplace. A good workplace fosters an environment where menopausal women feel valued and supported.  Many women struggle in silence and, worse, many are facing employment repercussions based on stigma and symptoms.  If you believe you are facing workplace issues based on your menopausal status, including age-related adverse actions, contact us about your rights and next steps.