A recent study highlights that one in three symptomatic women are contemplating leaving their jobs or reducing their work hours due to inadequate menopause support in the workplace. Only 6% of these women have disclosed their menopause symptoms to Human Resources (HR).

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Conducted among 1,110 US employees, the research indicates a substantial disconnect between women's comfort in discussing menopause and their actual disclosure of symptoms. While nearly half of symptomatic women reported feeling comfortable discussing their condition with HR, only 6% have done so. Similarly, 53% said they would be at ease disclosing symptoms to their managers, but just 21% had actually followed through.

These findings are part of the report "Menopause at Work: From Echo Chamber to Mainstream Practice" by the Society for Women’s Health Research (SWHR) and The Fuchsia Tent. Released during World Menopause Month, which is observed throughout October and culminates on October 18 with World Menopause Day, the report emphasizes that increased awareness of menopause does not equate to women feeling safe or supported in asking for help.

The implications for employers are significant, as 33% of symptomatic women are considering leaving their jobs or simplifying their work schedules. This aligns with previous studies showing that inadequate support for menopause can adversely impact retention and career progression for women. For instance, a 2020 report indicated that nearly half of women experiencing multiple menopause symptoms faced detrimental effects on their work lives.

The latest findings also reflect ongoing fears among women regarding the potential repercussions of disclosing their menopause symptoms at work. Some participants expressed concerns that being open about experiencing symptoms like fatigue or hot flashes could harm their career prospects. Current attitudes suggest that the fear of discrimination persists, with 69% of surveyed individuals believing that women face workplace discrimination related to menopause.

Flexible working arrangements were identified as the most desirable support, with 73.7% of respondents prioritizing flexible scheduling. The study suggests that effective menopause support may not require extensive new programs, as many employees already have access to workplace benefits that could assist with menopause-related issues; however, only 9.9% reported that their organization offers specific menopause support.

Kacy Fleming, Founder and CEO of The Fuchsia Tent, pointed out that while women might be comfortable discussing the issue generically, it does not translate to individual disclosures. Efforts must be made to proactively provide support rather than relying on women to ask for help.

The research emphasizes the urgency for employers to take actionable steps. These include auditing existing benefits, making information about available support easily accessible, offering flexibility, training managers, and ensuring that employees can access support without the need to disclose personal health details.

The findings lend urgency to the call for organizations to transition from awareness to action, creating environments where women can manage menopause effectively without sacrificing their careers.