The Menopause Penalty: How Menopause Impacts Women's Career Peaks

The average age of natural menopause is 52, which coincides with the stage of many women’s careers where they are moving into senior leadership and critical management roles. When menopause symptoms remain untreated or poorly controlled, they may affect women at a time when their career advancement, institutional knowledge, expertise, and professional influence are at their peak.

Historically, menopause has received little attention in workplace discussions, and a gap existed between what was and what was needed in terms of accomodations for employees. This lack of awareness and fear of discrimination around aging, led many accomplished and talented midlife women to quietly reduce hours, responsibilities or decline advancement opportunities.

The reduction of stigma surrounding menopause by normalizing this inevitable biological event for ½ of the population, plus enhanced recognition of the impact of menopause on productivity is essential for supporting and preserving diverse leadership talent in both corporate and other workplace environments.

The $26.6 Billion Price Tag

The failure to address menopause symptoms in the workforce is estimated to cost the United States $26.6 billion annually in work absenteeism, lost productivity, and healthcare expenditures. The majority of these losses are due to direct, unmanaged medical expenses which are estimated to cost corporations and individuals $24.8 billion annually. These figures are considered to be conservative with the actual costs likely being much higher.

Approximately 11% of those working during menopause transition report missing multiple workdays due to bothersome, untreated hot flashes and poor sleep alone.

The “Menopause Penalty”

Menopause may also have long-term personal financial consequences. In one study, workers who sought healthcare for menopause symptoms experienced an average 10% reduction in earnings over the following four years compared with similar workers who did not seek care. This "menopause penalty" likely reflects the impact of symptoms that interfere with work, which can lead some women to reduce their hours, get looked over for promotions, change careers later in life, or retire earlier than planned.

These findings suggest that untreated or poorly managed menopause symptoms can have effects that influence both career progression and lifetime earning potential.

“The menopause penalty for many follows the earlier penalty of delayed career progression due to childbearing and childrearing. Each of these set-backs alone and especially when combined, can lead to significantly reduced lifetime earnings, retirement funds and financial security. This extra economic stress as one ages has additional implications regarding overall health and wellbeing for ½ of the population and is in plain words, just unfair.” - Dr Traci Kurtzer

Moving Beyond the Echo Chamber: What the 2026 Workplace Data Shows

In 2026, a national survey called the SWHR and The Fuchsia Tent "Menopause at Work" study surveyed 1,100 women across multiple industries. The goal of the study was to move menopause support forward into standard business practices.

Of those surveyed, 61% of employees and 70% of direct supervisors revealed that their organizations have no formal menopause policies or health resources in place. Nearly 60% reported feeling uncomfortable requesting basic midlife accommodations at work due to a pervasive culture of stigma in their workplace. Frontline, retail, and deskless workers experienced unique challenges due to rigid schedules, shifts and uniform mandates, all of which amplified physical discomfort or fatigue.

Managers and supervisors surveyed often reported limited guidance on how to support employees experiencing menopause symptoms and corporate conversations surrounding menopause care have suffered from clinical care fragmentation. There is a clear and urgent need for engaging Chief Financial Officers, Human Resource Officers and benefit planners in the deployment of accessible solutions.

It is clear that although the growing awareness surrounding menopause may have resulted in better medical care for women, it has not yet translated into consistent workplace support.

How Menopause Healthcare Can Help Protect Careers

Many menopause symptoms respond well to evidence-based treatment and appropriate symptom management may improve sleep, daytime functioning, concentration, and quality of life for working women.

Menopausal hormone therapy remains the most effective treatment for vasomotor symptoms and may also improve sleep quality, helping many women function more comfortably during the workday. Hormone therapy may not be the right choice for every woman and individualized care allows treatment decisions to reflect symptom severity, medical history, and patient preferences. There are alternative non-hormonal medications that effectively treat vasomotor symptoms. So nobody should feel like they have zero options, but they may need to seek out menopausal experts for these discussions . 

Perhaps most importantly, earlier awareness of available options for care and recognition of symptoms may help women maintain their work capacity and continue to advance professionally.

Open communication in the workplace, reduction in stigma, and accessible telehealth options may reduce delays in obtaining menopause-specific care allowing women to continue in their careers with less disruption.

Building Menopause-Friendly Workplaces

Supporting employees requires more than increasing awareness.

Organizations can develop structured environments that include education, workplace accommodations, and access to appropriate healthcare resources. Small adjustments, such as scheduling flexibility, temperature control, hydration and bathroom access, or rest opportunities, may improve comfort without affecting productivity.

Occupational health professionals and organizational leadership both have important roles in developing these sustainable support systems. The success of these programs will require tracking measurable outcomes and revisiting policies over time to help organizations respond to the needs of their workforce.

A number of states across the country have taken a lead in supporting these efforts for their citizenry and recognized the economic burden by not addressing menopausal care and accommodations similarly to other medical events. Rhode Island enacted the first law requiring workplace accommodations such as reasonable reduced hours and climate controlled work spaces. The Illinois Menopause Equity and Care Act passed in May 2026, adds menopause to other accommodations covered under the Illinois Human Rights Act which requires businesses and employers to provide reasonable accommodations for menopause related symptoms and mandates expanded public education. A second bill which took effect in January 2026, mandates that Medicaid and other state-regulated insurance plans cover all FDA approved hormonal and non-hormonal treatments for menopause treatments. The Governors of Virginia and Maryland signed insurance coverage laws earlier this year and California has an accommodations and workplace protection bill heading to their Governor to sign. As of June 2026, per the Menopause Education Center’s website, legislation addressing menopause related insurance coverage, workplace accommodations and/or training of professionals has been enacted in 10 states and introduced in more than 20 states.

Change and Progress is Possible

 Menopause affects many during an important stage of both life and career, but its long-term impact on work and earning potential is not inevitable. Growing evidence shows that both appropriate medical care and supportive workplace environments can help reduce many of the personal and economic consequences associated with the midlife transition.  Improving access to specialized menopause care benefits not only those suffering, but also their families, workplaces, and the economy.

When symptoms begin affecting work, sleep, or daily functioning, our menopause-informed clinicians can help explain the available treatment options and develop an individualized care plan for you. Find out the laws in your state for accommodations and if available, reach out to your human resources officer or supervisor if you feel you need additional support during this time. You don’t have to suffer in silence or become a victim of the “Menopause Penalty”! 

Frequently Asked Questions

What exactly is the "menopause penalty" and how does it affect women financially?

The menopause penalty refers to the long-term personal financial sacrifices midlife workers experience due to unmanaged symptoms. A study highlighted that individuals who sought healthcare for menopause symptoms experienced an average 10% drop in earnings over the next four years compared to peers who did not seek care. This happens because severe symptoms can disrupt daily operations, forcing women to cut down their work hours, turn down or get passed over for promotions, change careers later in life, or take an unplanned early retirement.

What did the 2026 "Menopause at Work" study reveal about current corporate support?

The 2026 joint study by the SWHR and The Fuchsia Tent found a massive disconnect between employee needs and workplace resources. Specifically, 61% of employees and 70% of direct supervisors noted that their organizations completely lack formal menopause policies or health benefits. Furthermore, nearly 60% of workers expressed discomfort asking for basic workplace adjustments due to a deeply rooted cultural stigma surrounding aging and menopause within their companies.

What kind of state-level legislation has been introduced to protect menopausal workers?

By June 2026, 10 states had enacted and over 20 states had introduced legislation targeting menopause care and workplace environments. Key examples include Rhode Island, which passed the first law requiring climate-controlled spaces and flexible hours, and Illinois, which enacted the Menopause Equity and Care Act to officially mandate reasonable accommodations under its Human Rights Act. Additionally, states like Illinois, Virginia, and Maryland have passed laws requiring state-regulated insurance and Medicaid to fully cover all FDA-approved hormonal and non-hormonal treatments.

References

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Safwan N, Saadedine M, Faubion SS. Menopause in the workplace: Challenges, impact, and next steps. Maturitas. 2023;178:107853. doi:10.1016/j.maturitas.2023.107853

Persson P. Research reveals women take substantial earnings hit during menopause. Stanford Institute for Economic Policy Research. Published March 2025.

Tserotas K, Blümel JE, Monterrosa-Castro Á, et al. Association of menopausal symptoms on work performance in midlife Latin American women. Menopause. 2025;32(2):142-151. doi:10.1097/GME.0000000000002493

FP Analytics, Bayer. The Health and Economic Impacts of Menopause. Published 2023.Society for Women's Health Research, The Fuchsia Tent. Taking the Menopause at Work Conversation Across the United States. Published May 2026.

Society for Women's Health Research. Roadmap to Menopause-Friendly Workplaces. Published 2025.Persand E. International Women's Day 2026: The evolving role of occupational health in menopause at work. Society of Occupational Medicine. Published March 2026.

Duralde ER, Sobel TH, Manson JE. Management of perimenopausal and menopausal symptoms. BMJ. 2023;382:e072612. doi:10.1136/bmj-2022-072612

The Menopause Society. The 2022 hormone therapy position statement of The Menopause Society. Menopause. 2022;29(7):767-794. doi:10.1097/GME.0000000000002028