Why Most Menopausal Working Women Left Their Jobs?

 

• Nearly 8 out of 10 women go through menopause while still at work.
• A study by BUPA and the Chartered Institute of Personnel and Development (CIPD) found 72% of menopausal women felt unsupported at work and nearly 36% experienced stigma discussing menopause in their workplace.
• Recognizing the importance of supporting employees through menopause promotes well-being and inclusivity in the workplace.

The UK's SimplyHealth survey in late 2023 showed that 23% of menopausal working women considered resigning and 14% were planning to submit their notice. These came from 2,000 working women aged 40 to 60. 

While this data is small compared to the 1.1 billion menopause or postmenopause women, this speaks volumes about how women view their working conditions.

What are the top reasons?

1. Menopause Symptoms Affecting Job Responsibilities

According to London's Faculty of Occupational Medicine 8 out of 10 women go through menopause while still at work. Most of them experience its onset between 40 and 58. This transition is called perimenopause when hormones begin to fluctuate and last up to 8 years.

Also, three quarters of women will experience at least menopause symptoms like, night sweats, fatigue, headaches, joint pain, and anxiety. For 25% of menopausal working women, these symptoms are draining and significantly impact their daily lives.

For example, memory lapses and difficulty in concentrating affect decision-making and problem-solving abilities. Fatigue and sleep disturbances because of night sweats make them tired and sleepy during the day, making it difficult to meet deadlines and stay engaged. Additionally, mood swings and anxiety affect workplace relationships and decrease professional interactions.

As a result, 59% of working women cited menopause contributes greatly to their negative work performance as they struggle to manage workloads. 18% take their off for more than 8 weeks and alarmingly, half of those who take at least 8 weeks off resigned or took an early retirement.

2. Lack of Employer Support and Understanding

Most companies lack menopause working guidelines and benefits. This lack of support leads to lower job satisfaction, increased absenteeism, and resignation. A survey by NFP found only 4% of employees offering sick leave provide additional support, like hormone therapy and counseling. And 4 in 5 women reported their employees provide no support at all.

This translated to increased turnover rates and reduced workplace productivity. The Menopause Experts Group

reported that the UK economy loses £10 billion annually due to menopause-related resignations and productivity losses. Most of these women hold senior or mid-level management positions and their departure creates significant talent gaps in industries where experienced professionals are needed. 

Those who remained at work recognized the management’s failure of creating a menopause-supportive working

environment. This discourages them from pursuing leadership roles or staying long-term.

Overall, these figures highlight the importance of implementing menopause-friendly policies, like education programs for managers, access to counseling, and flexible working arrangements to streamline menopausal working women’s productivity and avoid losing valuable talent due to turnover and reduced efficiency.

3. Stigma

The topic of menopause remains a stigma, leading to women hiding their symptoms at work. They worry that disclosing their conditions will lead to negative perceptions of incompetence, reduced responsibilities, or being overlooked for promotions.

A study by BUPA and the Chartered Institute of Personnel and Development (CIPD) found that 72% of menopausal women felt unsupported at work and nearly 36% experienced stigma discussing menopause in their workplace.

This comes from misconceptions that menopause is a personal or "taboo" issue rather than a legitimate workplace concern. As a result, women experiencing severe symptoms such as brain fog, anxiety, hot flashes, and chronic fatigue choose to struggle in silence.

Also, stigma keeps women from asking for time off or workplace accomodation. The 2022 Fawcett Society’s Menopause and Workplace Report showed 41% of menopausal women felt uncomfortable asking for time off despite worsening symptoms because of fear of being labeled as weak, unreliable, or unprofessional if they frequently ask for sick leaves due to menopause-related health issues.

Addressing menopause stigma through awareness campaigns, training programs, and flexible work policies creates an inclusive environment where women feel empowered to seek the comfort they need without fear of judgment or career consequences.

4. Impact on Career Progression

Poor concentration, memory lapses, fatigue, and mood swings keep productivity and decision-making capabilities. These keep them from meeting performance targets, participating in key projects, and demonstrating leadership.

Bonafide revealed 49% of women felt menopause affected their job performance, with the figure rising to 76% among women under 50. 24% of women opted to continue working but with reduced hours to manage their symptoms.

The reduction in working hours means decreased visibility and engagement in the workplace, critical factors considered during promotion evaluation. Additionally, women working fewer hours are considered less committed or less capable, potentially preventing them from career advancement opportunities.

This kind of working environment forces women to choose their health over career.

Leading the way

To close the gap, some companies provide better working accommodation and benefits for working menopausal women. Adobe, Bank of America, and Bristol Myers Squibb offer menopause-specific benefits, such as access to private medical specialists, paid leaves, and hormone replacement therapy (HRT) covered by health insurance plans.

Similarly, Channel 4 in the UK introduced a comprehensive menopause policy offering flexible working arrangements, paid leave for those experiencing menopausal symptoms, and access to cool and quiet workspaces.

Overall, global companies are recognizing the importance of supporting employees through menopause. This leads to the adoption of policies that promote well-being and inclusivity in the workplace.