Menopause is a point in a women’s lifetime when her menstrual cycles have ceased for 12 consecutive months. In the years leading up to menopause, called the menopausal transition or perimenopause, women may experience symptoms and menstrual irregularity. The estrogen depletion associated with menopause can lead to a variety of bothersome symptoms and health outcomes, which can impact women’s lives, health, and work. There is a need to increase education, develop more effective treatment options, promote health care policies, and improve quality of life for women in the menopause transition.
The Society for Women’s Health Research’s Menopause Program is invested in addressing barriers to care and promoting science-based health care policies and education for providers and researchers, patients and patient advocates, and health care decision-makers. SWHR also has a particular interest in the impacts of the menopause transition on the workplace and in supporting women, employers, and managers in fostering menopause-friendly workplaces.
Each year, tens of millions of women worldwide transition through menopause with natural menopause generally occurring between 45 and 55 years. The age of natural onset and duration of the menopausal transition varies considerably between women and can depend on lifestyle factors, biological and medical influences, and sociocultural influences. Premature or early menopause may occur due to medical conditions or medical procedures or treatments. Regardless of age, menopause can have significant economic, social and health care implications for women. In particular, the menopause transition can have profound impacts on the workplace as a significant portion of the global workforce works through the menopause transition and for years postmenopause.
As highlighted in this October 2025 news post, SWHR conducted the Employee Perspectives and Challenges Concerning the Transition of Menopause (EMPACT) Study to investigate the workplace experiences of individuals who have entered or completed the menopause transition, as well as their coworkers and employers. As part of this study, SWHR completed an international survey to capture and analyze these experiences. While the majority of survey respondents came from the United States, the survey data does highlight some differences in experiences of menopause in the workplace across borders.
There are significant cultural differences in how menopause is understood, treated, and managed across the globe. Much of women’s experiences with menopause are shaped by their sociocultural environment and beliefs towards menopause, and there is some evidence that symptomology may be bidirectionally related. Similarly, cultural norms and beliefs surrounding work, women’s role at work, and aging in the workplace influence women’s workplace experiences. Further, how menopause is managed in the workplace is influenced by industry, job type, legislation, and individual attitudes and biases. When investigating how to support women through the menopause transition at work and building menopause-friendly workplaces, it is critical to look globally at how these challenges are considered across borders. Key differences are often observed in stigma and disclosure, available resources, workplace guidelines, and legal protections.
In the past, SWHR has looked to its global partners to consider how to respond to the topic of menopausal women in the workplace. Highlighted in a 2023 webinar, SWHR considered how the United Kingdom’s government policies and workplace practices could be translated to the United States. Additionally, SWHR has engaged experts from other countries including Mexico, Australia, and Canada to investigate new approaches or strategies for managing menopause in the workplace. With the rapidly aging workforce, it is critical to identify varying approaches to successfully managing menopause in the workplace. There is a significant amount to be learned by looking globally for workplace strategies for women, managers, and employers regarding menopause and menopause in the workplace, and SWHR is committed to continuing this work.
