Will the Taboo Of Menopause In The Workplace Ever Be Broken?

Let’s all be honest, what mature woman in the workplace, who has worked many years  to get up the career ladder,  with many gender based challenges, wants to put up her hand and admit she is going through a difficult menopause?  Well I would say – hardly any.   Which is why menopause in the workplace continues to be a silent, taboo subject. Yet, as the modern workplace grapples with ever-evolving health and safety challenges, menopause can take a  toll on the women at work.

Women and menopause

First let’s clarify menopause and how it impacts women.  Biologically this is defined as the natural , permanent end of menstruation, marking the end of a women’s reproductive years and ability to get pregnant naturally.

Women are considered to have reached menopause once they have gone twelve months without a period.This process is caused by the natural decline of estrogen and progesterone levels due to their ovaries stopping their function.

A Second Spring, a Second Sprint

A World Economic Forum  report confirms this. It shows  that 58% of peri- and post-menopausal women feel uncomfortable discussing their symptoms at work, while 41% feel too embarrassed to bring it up at all. Meanwhile, 72% agree their employers fail to offer sufficient support.

Is anyone surprised?

I was pleased to read Dr Eileen Rajaram’s opinions on the matter. Dr Rajaram is the Deputy Medical Director – Medical Assistance and Response Centre |MBChB|MBA(GIBS) International SOS and engages in corporate wellness work. She  believes the approach to menopause in the workplace needs to change, as it has significant consequences for productivity, wellbeing, and equality.

But will it change?

Despite impacting millions of women at the peak of their careers, menopause continues to be a taboo subject in professional environments.

“Menopause has long been a contentious topic in the workplace – not just for women, but also for employers uncertain of how to address it appropriately without disruption to the business. That uncertainty typically leads to silence, which in turn leads to stigma,” explains Dr. Eileen Rajaram, “It’s time for that silence to end.”

As women in their 40s and 50s navigate pivotal career stages in a rapidly evolving work environment, the physical and emotional challenges of menopause can significantly impact their professional journey. Employers need to recognize this and implement supportive measures that empower their female workforce to thrive.

Menopause and the Workplace

Dr. Rajaram says that while awareness of menopause in the workplace is steadily increasing, Dr. Rajaram notes that real progress depends on turning dialogue into action. “We have started the conversation, but now it’s time to embed structured, stigma-free support into workplace culture,” she says.

This means more than just awareness campaigns. According to International SOS’ health experts, companies need comprehensive health and wellness strategies that include:

• Formal menopause policies integrated into HR frameworks
• Flexible work arrangements, including remote/hybrid options, can help accommodate fluctuating energy levels and the stress of commuting
• Access to support groups and employee assistance programmes (EAPs)
• Workplace accommodations, such as rest areas, hydration stations, or cooling tools, can be helpful,
• Training for managers and staff to build empathy, reduce stigma, and promote awareness

Moving beyond the taboo

She adds, “There has been much discussion around the stigma of menopause, particularly in professional environments. While continuing these conversations is essential, it is even more critical that they are approached without judgment. Menopause should be recognized not as a taboo topic, but as an opportunity to offer meaningful support.”

“Fostering a workplace where women can speak openly about their health without fear or stigma isn’t just the right thing to do; it’s a business-critical strategy,” says Dr. Rajaram. “With the number of menopausal women in the workforce set to rise, forward-thinking employers must take action now to create inclusive, resilient organizations that support all stages of employee wellbeing.”

As organizations globally push to foster inclusion, menopause support should no longer be an afterthought. By partnering with experts in customized health risk management and employee wellbeing, businesses can craft solutions tailored to the needs of their workforce across industries, geographies, and demographics.

The bottom line

Dr Ranjaram says “Menopause isn’t only a personal issue; it’s also a workplace issue. And it’s one we can no longer afford to ignore,”

I agree with her on most things. We need to start somewhere in addressing this issue. However, it won’t be easy. This is very complex and very personal and it is a matter that requires discretion and a engagement with women, not deciding for them.

It starts with women in the workplace themselves. They must have a personal say in how they want to engage on this subject and how their needs should be addressed.

I also believe that instead of looking at the negative aspects of menopause, we should rather focus on the strengths of women who are actually invaluable to society and organizations at this time of life. They possess incredible strengths and intellect, skills and experience that is much needed.

A woman’s Second Spring  should be viewed with the respect it deserves.

The world’s most powerful women

Just take one look at the Forbes most world’s most powerful list of women and you will see in the top rankings are women over the age of 60 years. These include, Ursula von der Leyen, Christine Lagarde,  Claudia Sheinbaum, Abigail Johnson,  Melinda French Gates among so many others.

The future for women at work can be more powerful, productive and positive.