Ways to support workers experiencing menopausal symptoms at work
Women experiencing menopause are the fastest-growing segment of the workforce. New SEEK research finds 40% of menopausal women say they’ve experienced symptoms at work, however nearly three-quarters (70%) haven’t told anyone in their workplace because they don’t feel comfortable speaking about it.
Furthermore, most women say menopause has a negative effect on how they feel physically (70%) and mentally (68%) at work and even leads to them taking leave (28%) or exiting the workforce altogether.
Not only is this devastating for many women and their working lives, but it also has flow-on effects for the businesses that lose this wealth of talent and experience, especially since menopause often takes place during women's peak career years.
What are menopause and perimenopause?
Though menopause affects so many in the workforce, many people don’t understand the basics. Perimenopause is when hormone levels start to change, usually in the late 30’s or early 40’s and can last up to 10 years.
Then, menopause officially begins one year after periods stop. This marks the 'day-one' menopause date, however hormones continue changing for many years afterwards.
Though every experience is unique, most women have various physical and mental symptoms, and have symptoms that seriously impact their work.
“Most people have heard of hot flushes, but there are many other symptoms that women don't identify as being potentially related to our hormones,” says Grace Molloy, Co-Founder and CEO of Menopause Friendly Australia & New Zealand.
These symptoms vary for each individual and can change not only their physical comfort in the workplace but how they’re able to approach and complete their work, especially without the right support in place. According to SEEK data, 70% of women say symptoms have had negative physical impacts at work, and 68% have had negative mental impacts at work, while 53% say symptoms have impacted their performance.
Symptoms include:
Insomnia and sleep disruptions. Tiredness is the top symptom experienced by women (66%), SEEK data shows, which can stem from poor quality sleep.
Hot flushes. Over half (57%) of those surveyed by SEEK experience these sudden feelings of warmth, often accompanied by sweating and discomfort.
Anxiety and stress. Half of menopausal women say they experience anxiousness (48%) and mood changes (49%).
Memory issues. One in two (54%) report having poor memory related to menopause.
Migraines and headaches. Often unpredictable, these can get more intense and happen more frequently due to hormonal shifts.
Joint and muscle pain. Loss of estrogen can cause aching and stiff muscles. Sitting for an extended period (such as in an office) can make this worse.
“These symptoms don't happen in isolation, and this change can often be quite confusing and confronting,” says Molloy. “They can impact women’s confidence, and many question whether they're still able to perform in their role or even be in the workforce.”
Many people also feel there is a taboo around menopause, which makes things worse by preventing women from speaking up and asking for support. “If there's not a psychologically safe workplace and communication about menopause or pre-menopause, a big chunk of the workforce might not open up about what they need to perform to the best of their abilities,” says Molloy.
Creating a supportive workplace
Being inclusive of women experiencing menopause is an extension of existing workplace inclusion practices. Creating an inclusive culture for all employees, including menopausal women, offers many benefits, says Justine Alter, Organisational Psychologist and Director of Transitioning Well.
“Fostering a strong culture of inclusion creates a competitive advantage in the talent market and reduces legal and compliance risks by meeting work health and safety obligations,” says Alter. “Supporting women through this transition can even shift the dial on women’s career trajectories and financial wellbeing into the future.”
Here are practical ways employers and managers can create a more inclusive workplace:
1. Check in and explore solutions
If you see an employee struggling at work, it can be helpful to gently and respectfully check in. Focus on observable changes and ask if they are ok. This open and judgement-free enquiry can create a safe space in which your worker might feel comfortable to talk about what’s going on for them at the moment. It may take a few attempts for them to gain confidence to articulate what will help them, so be patient and let them set the pace.
2. Start from the top
When it comes to company-wide change, it’s important to bring leadership on board. “Leaders need to understand why this issue is important to talk about and signal to people in their organisation that they welcome a conversation,” advises Molloy.
“Leaders and managers play a pivotal role in setting the tone by openly acknowledging these topics as valid and important, helping to dismantle stigma and invite conversation,” she says.
3. Seek input from your team
Rather than guessing what helps, Molloy suggests seeking input from your team and developing policies together. "Any approach has to be co-designed by women experiencing menopause in your workplace, knowing that every work environment is different and every person who's experienced menopause will also be unique," she says.
Organisations should ask their workforce about how these life stages, health challenges, and events affect them and what support they need. Anonymous surveys, focus groups, or confidential one-on-one discussions can gather insights on the challenges employees face.
"Engage people across the organisation in that conversation, listen to what they say, then put something in place that's really meaningful," says Molloy.
4. Train your whole organisation
Creating a supportive culture means involving everyone to break down taboos. “All employees play a role in cultivating a culture that acknowledges menopause as part of life and understands the impacts of this transition,” says Alter.
“Training managers to develop empathy and have professional conversations about practical supports is crucial,” she says. “It’s vital to create open dialogue, foster peer support networks and ensure leaders are proactive in creating a supportive culture, rather than leaving it all to those experiencing menopause.”
5. Document your approach
Once you’ve identified what will help team members experiencing menopause, write it down and create an official approach.
“This could be a policy, a guidance document, or a toolkit. Many are including menopause, menstruation and reproductive health in one to create a consistent and holistic approach,” says Molloy. “Having those documents is really helpful for managers and individuals to know what can be requested from their employer and signpost evidence-based support available outside the workplace too.”
She suggests including examples of reasonable adjustments, such as:
The ability to work remotely or from home
Flexible work arrangements
Additional personal leave
Mental health support
Working environment adjustments e.g. fans and natural light
Providing free period products
Access to a menopause support group
Adjusting break times
Access to quiet spaces
Additional resources
Want to know how menopause friendly your workplace is? Download this checklist. Workplaces can commit to being menopause friendly by joining Menopause Friendly Australia & New Zealand. They’ll receive a badge to put on job ads and show they’re committed to being inclusive for women experiencing menopause and perimenopause.
For more tips and advice on creating a menopause friendly workplace, visit Gender at Work Community and Menopause & Wellness New Zealand.
NOTE: While this article references women, SEEK acknowledges that menopause may also be experienced by gender-diverse and trans people. The advice in this article is intended to support anyone challenged with menopausal symptoms in the workplace.
Source: Independent research conducted by Nature on behalf of SEEK, interviewing 4000 Kiwis annually. Published May 2025.