A growing number of companies around the world are finally confronting a subject long considered taboo: menopause and its impact on women’s careers. With more women remaining in the workforce later in life, employers in Europe, North America and parts of Asia are adapting policies to support employees navigating this common stage.
Recent surveys show that up to 70 % of women in mid-career experience symptoms, from sleep disturbances and fatigue to mood changes that affect performance, confidence and presence at work. Leading firms are now introducing “menopause leave”, flexible schedules and dedicated health-resources. One London-based tech firm noted a sharp dip in absenteeism after launching a support network for women over 45.
For many women, the shift represents more than policy, it’s recognition. “It’s the first time I felt my body wasn’t something I needed to hide at work,” said Lilian Matthews, a senior manager in Chicago who benefited from her company’s new consultation service. Global experts say this marks a turning point: acknowledging that women’s health is not a personal matter but a workplace issue.
As women continue to lead, innovate and contribute beyond traditional retirement ages, workplaces must evolve too. Addressing menopause isn’t just about equity, it’s about retaining talent, wisdom and experience that many organisations can no longer afford to ignore.
