Menopause is a natural part of aging, yet its impact on women in the workplace is often overlooked. According to the U.S. Department of Labor, more than 40% of female workers are aged 45 or older and entering their prime leadership years. Given that 85% of women experience menopause-related symptoms, this lack of attention is not just surprising—it's concerning.

As the Lead UX Researcher at a telehealth company dedicated to midlife women’s health, I’ve had the privilege of listening to countless stories from women grappling with menopause symptoms while trying to maintain their professional lives. This article aims to shed light on these often-overlooked struggles and emphasize the urgent need for workplaces to become more supportive and inclusive.

The Silent Struggles of Menopause in the Workplace

In today’s fast-paced work environments, menopause can bring a range of symptoms that severely impact a woman’s ability to function effectively. Night sweats, sleep disturbances, weight gain, and mood swings are just a few of the issues midlife women face daily. A recent UK study revealed that 99% of respondents reported their symptoms negatively impacted their work life. Despite the significant impact, these struggles are rarely discussed openly, leading to a lack of understanding and support in the workplace.

Imagine dealing with intense hot flashes, both day and night, that leave you feeling constantly drained, or experiencing severe brain fog that makes it hard to concentrate on even the simplest tasks. One of my research participants shared, "The symptoms hit me like a boom"—these intense hot flashes, coupled with sleep disturbances, make it difficult to keep up, making it hard to maintain energy levels throughout the workday. This is a reality for many women navigating menopause while trying to maintain their professional responsibilities. The struggle to remember simple words or concentrate on tasks leaves many feeling frustrated and less confident in their professional abilities.

Menopause leave has emerged as the top globally trending “employee demand” of 2023, according to a study conducted by Lensa. The findings reveal a remarkable 336% year-on-year increase in searches for menopause leave, surpassing other top demands like mental health support (150%) and the 4-day work week (82%). One woman recounted her ordeal: "Despite taking a month off work, my symptoms persisted. Zoloft helped with my anxiety, but the hot flashes and skin issues remain. It doesn’t feel like a medical issue to discuss with a doctor…" This uncertainty about whether to seek medical advice reflects a common dilemma among women facing menopause-related issues.

Discovering the Impact Through UX Research

As a researcher, my role extends beyond data; it’s about understanding the human experience behind the numbers. Uncovering the deeper impact menopause has on women's personal and professional lives allows us to develop better solutions. To achieve this, I use various methods, including:

In-Depth Interviews: Conducting one-on-one interviews allows me to hear detailed personal stories, providing rich, qualitative data that reveal the nuanced ways menopause affects daily work life.

Usability Testing: Observing how women interact with digital health tools helps identify gaps and opportunities to better support them. For example, we noticed a significant lack of knowledge about menopause, underscoring the importance of providing a welcoming space for discussing menopause topics.

Surveys: Gathering and analyzing data from broader user groups quantifies the prevalence of certain symptoms and their impact on work performance. This data-driven approach ensures findings are representative and actionable.

One participant recently shared in a survey, "I quit my job back in August and was so stressed that I took a break for five months. I was able to go back to work this month. My brain fog, poor sleep, fatigue, and irritability before had me concerned that I would be unable to work again. I'm happy to say I'm functioning better than I have in years." Her story underscores the profound impact menopause can have on a woman’s career and the critical need for open discussion and support.

A Call to Action for Employers

The need is clear: a 2023 Bank of America report found that 64% of women want menopause-specific benefits at work, even amid widespread lack of awareness about the issue. Employers must recognize the impact of menopause on their workforce and take proactive steps to create a supportive environment. Here are four things to consider:

1. Education and Awareness

• Educate Employers: Provide training for managers and leaders on the nuances of menopause. This can help them understand the potential impact on their employees' work and well-being.
• Enhanced Medical Training: Ensure that medical professionals within the workplace or associated health plans are well-trained to recognize and support women going through menopause.
• Awareness for Midlife Women: Raise awareness among employees about menopause, encouraging them to seek support and utilize available resources.

2. Flexible Policies

• Tailored Absence Policies: Design absence policies that account for menopause-related health issues, allowing for necessary time off without stigma or penalty.
• Flexible Working Patterns: Implement flexible working hours or remote work options to accommodate women who may need adjustments to their schedules due to menopause symptoms.

3. Supportive Culture and Environment

• Empathy and Communication: Promote a culture where employees are aware that menopausal symptoms are recognized and accommodated similarly to other health issues. where employees feel comfortable discussing menopause openly without fear of judgment i.e., normalize the conversation.
• Temperature Control: Provide easy access to temperature control solutions such as desk fans or the ability to adjust office thermostats. This could also be in forms of offering lighter-weight uniforms or dress code flexibility to help manage hot flashes and other symptoms.

4. Access to Specialized Healthcare

• Telehealth Services: Leverage telehealth to provide access to menopause-dedicated healthcare. This can make expert care more accessible, especially for those who may not have the time or means to attend in-person appointments.
• Insurance Coverage: This is extremely crucial because, without it, many people won't have access to necessary care. Companies must ensure their insurance plans cover menopause-related healthcare services.

Menopause is a significant life transition that warrants attention and understanding, especially in the workplace. Through UX research, we can uncover the hidden struggles of midlife women and advocate for solutions that enhance their well-being and productivity. By addressing these challenges openly and supportively, we can create a more inclusive and empathetic work environment for all.