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Menopause and work
Managing symptoms and building a supportive workplace
Top things to know:
Menopause symptoms vary for everyone, but they can impact productivity, focus, and well-being at work
Employers can make practical and inclusive adjustments to support employees navigating (peri)menopause
Tracking your symptoms with Clue’s Perimenopause mode can help you better understand your cycle changes and communicate more effectively with healthcare providers
Menopause and the workplace
We all understand how busy life can get when balancing personal responsibilities with workplace demands. When we’re feeling physically and mentally well, we are better equipped to maintain that balance. However, this balance can be disrupted when our bodies experience changes, such as during menopause.
When menopause-related symptoms affect your workday, it’s not a sign of weakness. It's a signal that your body is undergoing a transition—and that supportive environments matter. With awareness and practical support, individuals can maintain well-being, sustain performance, and thrive at work.
This article aims to raise awareness about perimenopause and menopause in the workplace, and to advocate for both cultural and structural changes in how they’re understood and supported by employers.
Understanding your menopause journey
Menopause is a life stage that typically starts for women and people with cycles between the ages of 45–55, but timing varies (1,2). Some may experience an earlier onset due to medical conditions or surgery, such as an oophorectomy (removal of the ovaries). This transition brings physical, psychological, and social changes that are real and worthy of support (3).
Importantly, menopause is not a single moment, but a continuum made up of three phases (2):
Perimenopause: the transitional phase before menopause
Menopause: the point at which a person has gone 12 months without a period
Postmenopause: the stage following menopause
What is perimenopause?
Perimenopause typically begins in the 40s or earlier and may last several years. During this stage, changes in reproductive hormones can cause fluctuations in your menstrual cycle. You may experience lighter or heavier bleeding or unpredictable cycles.
Other typical experiences may include:
Hot flashes and night sweats (1)
Insomnia, brain fog, and memory problems (4)
Mood changes (4)
Vaginal dryness (4) and decreased libido (5)
Hair loss (4)
Weight gain (4)
Bone, joint, or muscle changes (7)
Tracking your menstrual cycle and perimenopause experiences with Clue can help you and your healthcare provider understand where you might be in the transition and manage symptoms more effectively.
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What is menopause?
Menopause typically occurs between the ages of 45–55, with 51 being the average age. It’s the point in time when someone has not had a menstrual period for 12 consecutive months (2,8).
Postmenopause is the final stage in this process and begins after the 12-month mark (9). Although your periods have stopped, you may still experience some of the symptoms you had during perimenopause, but they may be less intense (1). If you experience any vaginal bleeding during this time, it is not typical, and you should contact your healthcare provider for further assessment (10).
Menopause looks different for everyone
It’s almost impossible to predict the length of each stage of the menopause journey, as each person experiences unique hormonal changes. Symptoms of this transition can affect your daily life at different times, making it important to see a healthcare provider to support your physical and mental well-being.
Historically, menopause has been the topic of humor, and people’s experiences with it have been dismissed or seen as insignificant. This societal attitude has caused many people experiencing menopause to suffer in silence (9).
How does menopause impact people at work?
In many countries, women make up half of the workforce (3). Since more women now continue working past the age of 45 (with women between the ages of 45–60 representing a significant part of the workforce), a greater number of employees are experiencing some stage of menopause (11).
Though research into the connection between menopause symptoms and workplace performance is still limited, existing studies show that symptoms can affect concentration, energy levels, and daily functioning (9). Any disruption to productivity in that age group can affect the economy and cause societal problems (12).
The Menopause Foundation of Canada estimates that 3 in 4 women experience menopause symptoms severe enough to disrupt their daily lives (13). And one Canadian study found that 95% of the women surveyed experienced seven or more symptoms (13). In the UK, a study found that 1 in 10 women leave the workplace because of severe symptoms of menopause (14).
A lack of workplace adjustments costs everyone
One US study estimated the cost of reduced workplace productivity associated with menopause symptoms at $1.8 billion annually (12). This figure doesn’t include the economic impact of early retirement or career changes due to unmanaged symptoms. In Canada, unmanaged symptoms are estimated to cost the economy $3.5 billion each year (15).
Supporting people through menopause benefits both employees and employers. Inclusive policies and practical accommodations can improve retention, boost morale, and enhance performance (16).
Tips for managing symptoms at work
Menopause-related experiences make it difficult to remember tasks, focus on work duties, or participate in meetings (17). Some people may also find themselves feeling more easily overwhelmed. These changes don’t reflect reduced capability—they often highlight a lack of adequate workplace support.
It's not just about managing menopausal symptoms; it's also about creating a workplace that has a more inclusive culture. Workplaces need to recognize and accommodate the issues faced by women and individuals with cycles at any age or stage of life (1).
What can workplaces do to support their employees?
Below are some practical strategies employers can implement to better support employees navigating menopause-related changes:
Restroom accessibility: Ensure restrooms are easily accessible (18). Have trash containers large enough for the disposal of menstrual products (19).
Emergency period products: Provide period products in restrooms in case of emergencies (19).
Comfortable workstations: Offer quiet, well-ventilated workstations and, if possible, individual temperature control (18). Having a desk fan can also provide comfort. Giving employees the option to layer their clothing may also help (20).
Flexible breaks: Allow flexible lunch and break times, with a break room or rest area for people to de-stress or cool off during their shift (18).
Access to drinking water: Provide access to cold drinking water and the option for "micro-breaks" if needed (18).
Work-life balance: Promote a good work-life balance with options including flexible working hours, remote work, and time off for medical appointments (20).
Breathable uniforms: If uniforms are required, breathable fabrics should be offered to ensure comfort for the entire work shift (18).
Task management support: For those having trouble remembering tasks, making a “to-do” list, using a mobile calendar, and setting reminders can help (20).
Healthy lifestyle encouragement: Encourage a healthy culture in the workplace (4). Make it easier for employees to follow a healthy lifestyle through a healthy diet, increased physical activity, and self-care to promote physical and mental wellness.
The silence around menopause in the workplace
Open and honest communication with your manager or leadership team can help reduce the stigma and break the silence around menopause. Try to normalize conversation about menopause (1).
Speaking to your manager about accommodations is not about asking for special treatment. It's about equity and inclusion in the workplace for all employees. If your manager or team isn’t familiar with the impact of menopause, consider pointing them in the direction of resources or starting a conversation to raise awareness.
Organizations like The Menopause Society and The Menopause Foundation of Canada offer valuable resources available to help your workplace implement accommodations. Providing education when needed can help break down stigma and promote understanding. Many workplaces simply lack the knowledge about menopause and its effects on people's workday (20).
Be a catalyst for change
Here’s how you can help create positive change:
Influence policy
When your workplace is developing or updating policies, advocate for the inclusion of menopause in areas like flexible work arrangements and sick leave.
Highlight the importance of diversity and inclusion, recognizing that individuals who are trans, nonbinary, or intersex may also experience menopause symptoms (18).
Get support
Speak with your health and safety representative (if you have one) or occupational health designate in your workplace to explore accommodations.
Ask if your workplace has an Employee Assistance Program to assist you in navigating and promoting positive change (18).
Create a culture of openness
Staying informed and open about the changes that come with menopause helps reduce the stigma.
Encourage open dialogue to foster a culture of inclusivity, empathy, and support.
A workplace culture that embraces inclusivity and accommodation benefits both the employee and employer.
How Clue Perimenopause mode can help
Clue Perimenopause mode is designed to support people navigating perimenopause by helping them make sense of their changing cycles. You can track common experiences such as hot flashes, night sweats, and sleep problems, and easily monitor how things change over time.
People who track often say they feel more in control, more validated in their experiences, and better prepared for conversations with healthcare providers.
