{"id":1059,"date":"2026-07-07T10:32:58","date_gmt":"2026-07-07T09:32:58","guid":{"rendered":"https:\/\/www.silverlocks.org\/en\/?p=1059"},"modified":"2026-07-07T10:38:55","modified_gmt":"2026-07-07T09:38:55","slug":"women-are-leaving-work-because-of-menopause","status":"publish","type":"post","link":"https:\/\/www.silverlocks.org\/en\/women-are-leaving-work-because-of-menopause\/","title":{"rendered":"Why Women Are Leaving Work Because of Menopause"},"content":{"rendered":"

Every year, experienced women leave their jobs and nobody really asks why. They’re the ones who know how everything works, support the younger team members, and keep things running. And they’re doing it quietly \u2014 these are the women who are leaving work because of menopause.<\/a><\/p>\n

Nobody is connecting the dots.<\/p>\n

Why Women Are Leaving Work Because of Menopause \u2013 The Scale of the Problem<\/b><\/h2>\n

Let’s start with the numbers, because they’re bigger than most people realise.<\/p>\n

Research carried out in partnership with Google and Essity<\/a> found that 1 in 10 women leaves the workforce entirely because of menopause<\/a><\/b>. A further 1 in 4 either quits or seriously considers it. And here’s the part that should really make workplaces sit up: 44% of the women who leave \u2014 or think about leaving \u2014 are in senior leadership or executive roles<\/b>.<\/p>\n

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These aren’t women just starting out. They’re the experienced ones. The ones with 20-plus years of knowledge, skills and relationships behind them.<\/p>\n<\/blockquote>\n

In the UK, an estimated one million women have already had to change jobs because they didn’t feel supported, and many women are leaving work because of menopause.<\/p>\n

The House of Commons Women and Equalities Committee has called this a national crisis and pushed for urgent action. In the US, companies lose around $26 billion every year<\/b> in lost productivity linked to menopause. Globally, the figure runs into the hundreds of billions.<\/p>\n

This is not a niche problem. This is a workforce issue that nobody is talking about loudly enough.<\/p>\n

Why Women Don’t Say Anything<\/b><\/h2>\n

Here’s what makes this so hard to fix: most women never tell their employer what’s really going on.<\/p>\n

Research shows that only 47% of women feel able to tell their manager<\/b> the real reason they’re taking time off when menopause symptoms are to blame. Nearly 80% say their symptoms are negatively affecting their performance at work \u2014 but they keep it to themselves.<\/p>\n

Why? Because menopause still carries a stigma. Women worry they’ll be seen as less capable, past their best, or “difficult.” So they say nothing. They push through. They apologise for things that aren’t their fault. And over time, the gap between how they feel and how they’re expected to perform becomes impossible to bridge.<\/p>\n

Joanne Ho, founder of Menopause Asia, describes what happens next as “quiet shrinking”<\/b> \u2014 women gradually pulling back from visibility at work, turning down promotions, speaking up less in meetings, stepping away from projects they’d normally lead. This phase can last years. And because it looks like disengagement rather than a health issue, nobody offers help.<\/p>\n

By the time a woman hands in her notice, the decision can feel inevitable. The truth is, with the right support, it often didn’t have to be.<\/p>\n

What Menopause Is Actually Doing at Work<\/b><\/h2>\n

To really understand why women are leaving work because of menopause, it helps to understand what menopause is doing to the body \u2014 particularly in a work setting.<\/p>\n

Brain fog<\/b><\/h3>\n

Brain fog<\/a> is one of the most common menopause symptoms, and one of the most professionally damaging. We’re talking about forgetting words mid-sentence, blanking on names you’ve known for years, losing your train of thought in meetings, struggling to concentrate on tasks that used to be second nature.<\/p>\n

Around 60% of women report significant cognitive difficulties during menopause<\/b>. These changes are caused by fluctuating oestrogen \u2014 a hormone that plays a key protective role in brain function and memory. So when oestrogen levels start dropping, the brain feels it.<\/p>\n

In a workplace where being sharp, decisive and articulate is expected, brain fog can be quietly devastating. A woman who goes blank during a presentation doesn’t think “oh, that’s hormonal.” She thinks she’s losing her edge \u2014 and that fear can spiral fast.<\/p>\n

Hot flushes and broken sleep<\/b><\/h3>\n

Up to 80% of women experience hot flushes<\/a> or night sweats during menopause. In the middle of a client meeting or a job interview, a sudden hot flush \u2014 the heat, the flushing, the racing heart \u2014 is intensely uncomfortable and very hard to hide.<\/p>\n

Night sweats mean broken sleep<\/a>. And broken sleep, night after night, creates a very familiar cascade: exhaustion, irritability, poor concentration, reduced patience and lower emotional resilience. It’s the equivalent of being asked to perform at your best while running on empty \u2014 every single day \u2014 with no one acknowledging why.<\/p>\n

Anxiety and low confidence\u00a0<\/b><\/h3>\n

This one doesn’t get talked about nearly enough. The hormonal shifts of perimenopause directly affect mood and anxiety levels<\/a> \u2014 and for many women, a sudden wave of anxiety or low mood that seems to come from nowhere is, in fact, hormonal.<\/p>\n

More than half of women report a significant loss of confidence at work<\/b> because of menopause. And research has found that psychological symptoms \u2014 anxiety in particular \u2014 have the strongest negative effect on work productivity of all menopause symptom categories.<\/p>\n

The spiral this creates is painful. Brain fog erodes confidence. Lost confidence leads to pulling back. Pulling back means becoming less visible. Less visibility means being overlooked. Being overlooked confirms the fear that you’re not good enough anymore. And round it goes \u2014 often for years \u2014 before anyone makes the hormonal connection.<\/p>\n

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The Career and Financial Cost<\/b><\/h3>\n

The damage doesn’t stay at the office door. Stanford economist Petra Persson has documented what she calls the “menopause penalty”<\/b> \u2014 a measurable drop in women’s earnings as they approach midlife.<\/p>\n

Women navigating unsupported menopause can see their earnings fall by up to 10%<\/b> \u2014 typically because they cut their hours, turn down promotions, or leave work altogether. Women who have access to good menopause care and information experience far less of this financial hit.<\/p>\n

The painful irony? This is happening at exactly the point in a woman’s career when she has the most experience, the deepest knowledge and the greatest potential to lead.<\/p>\n

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Unsupported biology is quietly undoing decades of hard work \u2014 and because nobody is joining the dots, it looks like a personal choice rather than a systemic failure.<\/p>\n<\/blockquote>\n

What Workplaces Get Wrong<\/b><\/h2>\n

Most workplaces that do address menopause treat it as a tick-box exercise. A policy document no one reads. An anonymous helpline nobody calls. A wellness webinar that gets three attendees.<\/p>\n

This misses the point entirely.<\/p>\n

A large-scale study of 4,000 working women in Japan found that perceived workplace openness had a direct effect on productivity<\/b> \u2014 women who felt comfortable raising health concerns performed significantly better at work, regardless of how severe their symptoms actually were. It’s not just about having a policy. It’s about having a culture where women feel safe enough to use it.<\/p>\n

Research published in Women & Health<\/i> found that women experiencing menopause symptoms at work often feel isolated and afraid of being judged \u2014 and that fear compounds the physical symptoms themselves. When silence is the norm, nothing improves.<\/p>\n

The organisations that are getting this right share a few things in common:<\/h3>\n