What is one physical condition that affects (or will affect) half of the workforce, yet is rarely talked about except in whispered conversations? This “taboo” condition is one that can cause immense suffering. Workers who endure symptoms could benefit from added support at work, but are often afraid to be open about their situation and are unaware of their options.
In this article, I want to banish the taboos and write openly about a subject that affects so many but is kept in the dark. Ladies and gentlemen . . . let’s talk about menopause at work.
Menopause is the time in a woman’s life when her periods decrease and eventually stop because of the reduction and eventual cessation of ovarian function. Menopause and perimenopause are conditions that will happen to all women with functioning ovaries.
Perimenopause usually occurs in women in their 40s. Menopause typically occurs in women in their 40s and 50s, but it can happen to women as early as in their 30s.
For those who had their ovaries removed surgically or who are undergoing chemotherapy or radiation, menopause can occur as a result of these medical interventions. In this article, I will use the term “menopause” for all stages of menopause, from the earliest stage—often termed “perimenopause” —to the post-menopause period.
Unfortunately, silence doesn’t make the symptoms of menopause go away. On the contrary, saying nothing could lead to added stress, anxiety and worry.
Common menopausal symptoms include hot flashes and night sweats, sleep disturbances, fatigue, anxiety, depression, irritability, urinary tract infections, incontinence, difficulty with focus, problems with memory, joint and muscle pain and weight gain.
Each woman’s experience of menopause is unique, with some reporting few or no symptoms while others suffer a great deal. Not surprisingly, symptoms can lead to lowered self-confidence. Menopausal women might be embarrassed and struggle silently, both at home and at work.
Women’s silence around this topic is due to several reasons:
• They might have a male boss or supervisor who is not knowledgeable, understanding or sympathetic about their condition.
• They might fear age discrimination—menopause is regarded as a marker of older women and they might hesitate to announce they are menopausal for fear of being labeled old and outmoded.
• Menstruation and menopause might be construed as taboo subjects that should remain private and that are inappropriate or unprofessional to discuss at work.
• Some believe that it’s not a problem if every woman goes through it and they should not be asking for special treatment.
Unfortunately, silence doesn’t make the symptoms of menopause go away. On the contrary, saying nothing could lead to added stress, anxiety and worry. At the same time, their work performance may suffer because they are having issues with focus, concentration, fatigue and brain fog.
Some are afraid of having a poor work evaluation or feel embarrassed about not being able to complete tasks properly. Others might compensate for their cognitive impairments by overworking or obsessively checking their work so they will not be perceived negatively. Some take medical leave without revealing the actual reason for their condition. Still others leave their jobs, retire or become part-time workers because they see no other alternative.
Staying quiet is not a solution if you are a menopausal woman struggling at work. But there is good news.
On a national level, awareness about this topic has increased and legislative solutions are being considered in several states. Indeed, 2025 was a groundbreaking year in terms of legal attention to this issue. Rhode Island became the first state to pass a law in June 2025 to provide workplace accommodations for menopause and menopause-related conditions.
Other states, including California, have been considering bills related to menopause, including accommodations, workplace protections, insurance coverage and continuing education for healthcare providers.
On an individual level, there is a lot that employees and their managers can do so that women can continue working comfortably without shame and without sacrificing their work performance.
In my next article, I will provide ideas for how to create and advocate for a menopause-supportive work environment. My hope is that women and their managers can take positive steps to support those experiencing menopause to be at their best at work. Stay tuned.
Anne Chan is a career consultant and licensed California psychotherapist. She specializes in helping people find happiness in their careers and lives. You can reach her at an*********@***il.com. ©Anne Chan, 2026
