The Hidden Workplace Challenge Affecting Millions 

Menopause is a natural phase of life, yet it remains largely ignored in the workplace. Many women struggle in silence, fearing they will be judged, overlooked, or penalised for experiencing symptoms that affect their professional lives. 

In G7 countries, menopausal women now make up 11% of the total workforce (European Institute of Women’s Health). Despite this, most workplaces lack policies or support systems to help them manage the challenges that menopause can bring.  Common symptoms such as brain fog, anxiety, fatigue, and hot flushes can affect performance. Rather than receiving support, many women feel they have no choice but to change jobs or leave the workforce entirely. 

The M Factor: Breaking the Silence on Menopause 

Although menopause affects millions of working women, it has received little attention in media or corporate policies. This began to change with the release of the documentary “The M Factor: Shredding the Silence on Menopause”. When the producers first sought funding, they were repeatedly told: 

“We’re sorry, but we don’t believe there is an audience for this topic.” 

The assumption that menopause is not a relevant issue has since been proven wrong. 

The documentary premiered on PBS on 17 October 2024 and has since gained international attention. It has been screened in 500 locations across 39 countries, including a major event in Milan on 19 January 2025, where a discussion with experts took place before a full audience. 

To understand how workplaces can implement meaningful change, the magazine looked across the Channel, where the pioneers in this field are undoubtedly the British.

Sarah Davies, CEO of empower4life, highlighted the need for companies to instil menopause confidence across all employees through tailored training programmes, raising awareness, and introducing practical solutions. 

Why Women Fear Speaking About Menopause at Work 

During a Q&A session at a screening of The M Factor in Milan, a woman in the audience asked: 

“Do we really have to make a federal case out of this?” 

This question highlights a widespread concern—that speaking openly about menopause at work might damage career prospects. 

Joanna LaMarca Mathisen, one of the film’s producers, explains: 

“In a society that already discriminates based on age, the risk of being seen as unreliable is real. Until menopause becomes a normal topic of conversation—just like sexual harassment training or diversity policies—women will continue to suffer in silence.” 

Despite these concerns, corporate awareness is slowly improving. 

• According to Mercer, by 2025, 18% of US companies will offer menopause-related benefits—up from just 4% in 2023. 
• Microsoft, Adobe, and Genentech are among the companies that have already implemented menopause-friendly workplace policies. 

The UK: A Model for Workplace Menopause Support 

The UK has been a leader in developing menopause-inclusive workplace policies. 

Sarah Davies, founder and CEO of empower4life, has worked with orgnaisations across all sectors for eight years to help them implement menopause confident cultures supporting all employees. 

In the UK: 

• 20% of women change jobs due to menopause-related challenges 
• 10% leave their jobs entirely 

To address this, empower4life provides: 

1. Menopause Awareness Training – A 90-minute session open to all employees, including management, covering: 

• The effects of menopause 
• The impact on family and work life 
• Available individualised & practical solutions, including hormone therapy, and lifestyle changes as well as reasonable adjustments at work

2. Menopause Champions – Employees who act as single points of contact for menopause-related issues, helping to bridge communication between staff and management, also raising awareness across their organisations. 

3. Practical Workplace Adjustments – Many companies implement reasonable adjustment plans, which may include: 

• Allowing flexible work schedules 
• Providing temperature control solutions (such as desk fans) 
• Offering extra time for tasks, for eg where brain fog is an issue 

Why Supporting Menopause in the Workplace is a Business Priority 

Sarah Davies stresses that menopause support should not be viewed only as a diversity and inclusion initiative. It is a priority business investment and not just for UK businesses but all businesses.  

Ignoring menopause-related issues can lead to: 

• Higher absenteeism – 13% of menopausal women take sick leave due to symptoms. 

• Lower productivity – 79% of menopausal employees struggle with concentration, and 68% suffer from work-related stress. 

• Talent loss – Experienced women may leave the workforce if they do not feel supported. 

Italy: Progress is Slow, but Change is Beginning 
While the UK has made significant progress, Italy is still in the early stages of workplace menopause awareness. 

However, MP Martina Semenzato is working to introduce change. She is the lead sponsor of a parliamentary motion set for discussion in 2025, which aims to: 

• Introduce national menopause awareness campaigns 

• Establish workplace wellbeing programmes, including access to medical consultations 

• Provide financial incentives for menopause-friendly policies 

Shifting the Narrative: “I Am Not My Menopause”. In October 2024, Semenzato organised the event “Io non sono la mia menopausa” (“I Am Not My Menopause”) in Montecitorio. It addressed: 

• The need for greater workplace awareness 

• The impact of menopause on healthcare policies 

• The stigma surrounding menopause in professional settings 

Semenzato explains: 
“This is not about labelling employees as ‘menopausal women’, but about giving them the tools to navigate this stage of life in the best possible way. At 45-50, women are often at the peak of their careers, with significant experience. Companies should be investing in retaining this talent.” 

A Personal Perspective: The Real Impact of Workplace Menopause Support 

Manuela Peretti, founder of Manopausa in Italy, shared her lived experience: 
“If I had been able to talk about it at work and access specialist consultations through an internal wellbeing programme, I would have definitely got through it sooner.” 

Final Thoughts: The Need for Immediate Action 

• Employers must act now to create menopause-friendly workplaces. 

• Employees must feel safe discussing menopause without fear of discrimination. 

• Legislation and corporate policies must evolve to recognise menopause as a significant workplace issue. 

The question is not whether change is needed, but how quickly companies will implement it. 

For more insights, read the original Donna Moderna article here in Italian.  

Frequently Asked Questions (FAQ) 

1. Why is menopause a workplace issue? 
Menopause symptoms—such as brain fog, anxiety, fatigue, and hot flushes—can affect work performance. Without proper support, many women struggle in silence or leave their jobs. 

2. What are some workplace solutions for menopause? 
Employers can introduce flexible work schedules, temperature control options, and medical support through workplace wellbeing programmes. 

3. Which countries are leading in menopause workplace policies? 
The UK has been proactive, with companies implementing awareness training, Menopause Champions, and workplace adjustments. Italy is beginning to make progress but is still in the early stages. 

4. What role does empower4life play? 
empower4life works with businesses to implement menopause-confident solutins including policies, training, and supporting all employees through awareness initiatives.