Survey: Menopause symptoms disrupt work life for more than three-quarters of women

Key takeaways:

• Self-perceived productivity reduction was the most common workplace challenge reported by menopausal women.
• Women highly desired menopause support measures in the workplace, but implementation was low.

Menopause symptoms substantially impact work life for more than three-quarters of women, highlighting the need for more awareness and implementation of menopause support measures in the workplace, researchers reported in Menopause.

“The modern workforce is experiencing a significant demographic shift with menopausal women emerging as a rapidly growing segment. This trend underscores the need for heightened awareness and proactive strategies to support menopausal women in their careers,” Elisabet Alzueta, PhD, researcher at the Center for Health Sciences at SRI International, told Healio. “Addressing challenges related to menopause in the workplace is crucial for fostering an inclusive and supportive environment that benefits all employees and enhances organizational success in a dynamic socioeconomic landscape.”

Alzueta and colleagues administered a cross-sectional survey to 351 working women (mean age, 51.63 years) aged 40 to 65 years in the U.S. identified from social media posts from February to August 2023. The survey obtained information on demographics, reproductive history, menopause experience, job description, work experience and menopause support at work.

Overall, 54% of respondents were caregivers for children or adults. Moderate menopausal symptoms were reported by 38.46% of respondents and severe menopausal symptoms were reported by 35.9%.

Most respondents (77.7%) reported work-related challenges due to menopause, of whom 56.8% reported self-perceived reductions in work productivity as the most common issue. Menopause symptom severity predicted more emotional exhaustion (P < .001), less work engagement (P < .001) and greater turnover intentions (P = .03). A little more than half (51.2%) of respondents reported being concerned about others perceiving them as less capable in the workplace due to menopause symptoms.

Menopause support measures, such as formal policies and managerial training, were desired by 46.5% to 68.4% of menopausal women surveyed. However, implementation rates of menopause support measures were substantially low from 2% to 43.8%.

According to Alzueta, further research should include longitudinal studies to understand long-term effects of menopause symptoms on women’s careers and overall well-being; comprehensive investigations of the intersectionality of menopause with other factors such as race, ethnicity, socioeconomic status and job type; qualitative studies to capture nuanced experiences and perspectives from menopausal women and their employers; and research evaluating the efficacy of workplace interventions designed to support menopausal women.

“Health care providers should consider incorporating strategies to support menopausal women in managing symptoms within their professional settings, such as implementing workplace accommodations, providing education on symptom management techniques and fostering a supportive organizational culture,” Alzueta said. “Proactive interventions aimed at mitigating the impact of menopausal symptoms on work performance and career advancement are essential for promoting the well-being and retention of menopausal women in the workforce.”

For more information:

Elisabet Alzueta, PhD, can be reached at elisabetalzueta@gmail.com.