Across the world, women are contributing to the workforce in more roles than ever before. From senior executives to entry-level staff, the value of their skills, knowledge, and leadership is undeniable. But for millions of women, there is one stage of life that is still misunderstood, under-supported, and too often ignored by employers: menopause in the workplace.
The Overlooked Reality of Menopause at Work
At any given time, more than one billion women are navigating menopause globally, which means from boardrooms to classrooms, hospital wards to home offices, menopause is a workplace reality. However, for many, this natural life stage is experienced in silence, stigma, or without the support they need to feel well and thrive professionally.
The International Menopause Society (IMS), founder of World Menopause Day, is urging employers, HR departments, and leaders to move from performative policies to meaningful and sustained action.
What the IMS White Paper Reveals About Menopause in the Workplace
The IMS 2025 White Paper, The Role of Lifestyle Medicine in Menopausal Health: A Review of Non-Pharmacologic Interventions, is a global review of how everyday lifestyle choices can play a powerful role in supporting women’s health at midlife and beyond, and these are things that not only have a place in the home but also at work.
Professor Rossella Nappi, President of IMS, explains, “Menopause is not a disease, but it can bring symptoms and health risks that need personalized care. This year’s White Paper shows convincing evidence that lifestyle medicine, healthy eating, regular activity, good sleep, emotional wellbeing, and supportive relationships can make a real difference.”
Lifestyle Medicine: A Holistic Path to Menopausal Well-Being
While medical treatments are essential for many, the White Paper highlights how non-pharmacologic interventions, such as improved nutrition, movement, stress management, and social connection, can ease symptoms like hot flashes, fatigue, and low mood, while also supporting long-term health.
What this gives employers is a real, science-backed opportunity to integrate practical wellbeing support into workplace culture and to show women that they care and want them to thrive.
“Lifestyle medicine is at the heart of menopause care,” says Dr. Chika Anekwe, lead author of the paper. “By focusing on nutrition, physical activity, stress management, avoidance of risky substances, restorative sleep, and strong social connections, we empower women to take control of their health and improve their quality of life during this pivotal transition.”
The Employer’s Role: From Policy to Practice
For organizations, empowerment can start with simple, meaningful steps:
- Train managers to speak confidently and sensitively about menopause, so women feel comfortable raising concerns and asking for support.
- Offer flexible working arrangements, such as remote work options, flexible hours, or time off for medical appointments without stigma or penalty. Stigma is all around, so this helps take down some of those barriers.
- Provide access to healthy snacks and drinks in staff kitchens, including herbal teas, fresh fruit, as well as filtered water to support energy and hormone balance, and others may join in too, so it’s a win.
- Create calm, private spaces where employees can rest, regulate temperature, or take a break when experiencing symptoms such as fatigue or hot flashes.
- Encourage regular movement by promoting lunchtime walking clubs, offering yoga or gentle fitness classes, or supporting active breaks during the day.
- Include menopause in your wellbeing strategy, alongside mental health, stress reduction, nutrition, and sleep education initiatives.
- Launch peer support groups or employee networks to help reduce isolation and build connections among midlife women in the workplace.
- Share the IMS factsheets and resources to educate employees and managers on evidence-based lifestyle approaches to managing menopause.
- Promote restorative sleep habits through internal campaigns, expert sessions, or by encouraging a culture that doesn’t glorify overwork and exhaustion.
- Foster an open, inclusive culture where menopause is treated as a natural part of life, not a taboo topic, helping break the stigma and normalize support.
Creating Cultures of Care and Inclusion
Professor Nappi emphasizes that these are not just well-being perks, but essential components of modern, inclusive workplace strategy.
“Employers and HR teams have a unique opportunity to support women at midlife. By creating flexible, inclusive, and stigma-free workplaces, they not only improve women’s health and wellbeing but also strengthen retention, performance, and leadership pathways. Menopause is a workforce issue as much as a health issue.”
Resources to Support Women at Every Level
To complement the White Paper, IMS has published six fact sheets that offer practical, accessible guidance on healthy eating, physical activity, mental well-being, restorative sleep, healthy relationships, and the avoidance of risky substances. These resources are designed to support open conversations between women, their families, healthcare professionals, and employers, and to ensure that evidence-based information is available to all.
The Future of Work Is Menopause-Inclusive
Supporting women through menopause is no longer optional or niche; it’s essential. When employers embrace that reality with clarity, care, and commitment, they create not only healthier workplaces but stronger, more resilient teams.
For more information and resources about menopause in the workplace, visit www.imsociety.org/education/world-menopause-day-2025.
