Menopause Belongs in the Workplace Conversation — Here’s Why

By M. Wilks

For too long, menopause has existed in the shadows of workplace discourse — whispered about, minimized, or ignored altogether. Yet, as organizations rethink what it truly means to support the health and potential of their people, menopause is emerging not as a private burden but as a powerful lens on leadership, and the future of work.

Few people are articulating this shift as clearly as Dr. Talia Varley, Managing Director of Global Corporate Advisory at Cleveland Clinic Canada, who has spent years helping organizations connect health strategy to performance. In her work, she’s found that the barriers women face often trace back to what she references as the three M’s — menstruation, maternity, and menopause — stages that have long been considered “taboo,” she notes. This framework was originally developed by Alicia Grandey, a professor at Penn State University, in 2020.

But menopause, the third “M” has been especially missing from the conversation — that is, until recently.

According to Dr. Varley, that conversation is finally beginning to change. And it’s not about political correctness or wellness optics. It’s about performance, retention and adhering to fundamental principles of ‘good business’.

Recently, people have realized that health and work are deeply intertwined. We’ve entered an era where organizations understand that supporting health isn’t just a benefit to employees, but companies as a whole.

In our recent interview with Dr. Varley, we explore how opening up the conversation on menopause can unlock empathy, performance, and a healthier future at work — and, most importantly, why this moment matters.

Why Now?

The pandemic fundamentally changed how we think about health at work. It made visible what was invisible: that health and performance are truly inseparable.

As Dr. Varley said, “If I rewind the clock back to 2020, that was when we were having early conversations with Chief Human Resource Offices, or CHROs, about women’s health in the workplace. At that point, you didn’t see the same conversation in newspapers, magazines, or the workplace. Now, this topic has become much more visible, and organizations are beginning to take meaningful action.”

The last few years have accelerated a reckoning around well-being, inclusion, and the social contract between employers and employees. Hybrid work, mental health, and caregiving have all come to the forefront.

The conversation about health at work is expanding. We’ve realized that if we want to build resilient and high-performing teams, we need to design workplaces that acknowledge the full human experience and not just parts of it.

Dr. Varley emphasizes that for women advancing in their careers, menopause often arrives at an especially challenging time — right when many are stepping into senior leadership roles or reaching the height of their professional influence. After decades of investment in their growth, this transition can feel profoundly disruptive, affecting confidence, focus, and even one’s sense of self-identity as a professional.

She also points out that even well-intentioned flexibility can have unintended consequences. When women work remotely more often — for example, to manage health-related symptoms or caregiving responsibilities — they can become less visible than male peers and may miss out on key decision-making moments. True flexibility, she says, must be paired with understanding and structures that ensure visibility and opportunity remain equitable.

This intersection of life stage and leadership is forcing a long-overdue shift. In Canada, unmanaged menopause symptoms, such as brain fog, hot flashes and urinary incontinence, are linked to ~540,000 lost workdays and $237 million in lost productivity each year, and about one-third of women report symptoms hurting their work performance. In fact, 10 per cent have left — or are considering leaving — their jobs because of symptoms.

These realities underscore that supporting women through every stage of life is imperative to retention and overall business performance. Still, even in today’s modern work world, there are plenty of misconceptions about menopause that need to be addressed.

Addressing Misconceptions About Menopause

Common misconceptions about menopause persist. Dr. Varley addresses a few of the most prevalent ones.

Misconception 1: Menopause Only Impacts Women in the Workplace

One misconception is that menopause within the context of the workplace only impacts women. But the reality is, it impacts all employees – something that companies are coming to realize. For example, Dr. Varley notes, “In some of the early Cleveland Clinic Canada wellness series we hosted, we often had male executives join, sharing what their partners or family members were going through. There was a real sense of curiosity and a genuine willingness to learn, often driven by their own personal experiences.”

Progressive CHROs and senior leaders are recognizing that menopause impacts the entire workplace and are using menopause support as a talent retention and equity lever. Companies are beginning to audit benefits, host expert-led sessions, and reimagine hybrid work through a health lens.

Misconception 2: Menopause Only Impacts Women in Their Personal Life

Another misconception, Dr. Varley notes, is that menopause is considered a personal experience, not a professional one. However, it can have ripple effects far beyond. Its effects extend into broader interpersonal relationships in ways that are often invisible. This extends to sleep disruption, bladder leaks, mood changes, anxiety, and cognitive shifts can challenge family routines, affect communication with partners, and alter household dynamics.

Partners may struggle to understand what is happening. Children may notice changes in energy or attention availability, and social connections can feel strained – including in the workplace.

It comes down to this: what happens at home shows up in the workplace, influencing focus, energy, and performance. The organizations that will win in the future are those that understand health inclusion as part of leadership excellence.

Ultimately, this isn’t about special treatment but about recognizing reality. When workplaces evolve to reflect the health experiences of their people, they perform better. And when leaders understand that inclusion extends to every stage of life, it becomes a compass for others to follow.

Breaking the Silence

If you are a woman in midlife, menopause will impact you. Perimenopause typically occurs between ages 45 and 55, with the average age of menopause in North America being 51. Menopause is officially reached when a woman has gone for 12 consecutive months without a period. This is precisely when many women are stepping into senior roles, board seats, or their peak leadership years. The symptoms — from hot flashes and brain fog to disrupted sleep and anxiety — can be life-altering.

“Menopause and perimenopause can hit quite early when people have 10, 15-plus years of career remaining,” says Dr. Varley. “But it’s part of the employee’s health journey, not a terminal phase leading to retirement.”

She notes that when she started talking to companies a few years ago, the goal was simply awareness. Now, we’re starting to see early case studies showing what happens when companies truly commit. Leaders are piloting everything from small wellness series to policy changes. Simple accommodations like seating adjustments for airflow and expanded health leave are all encouraging to see.

This visibility matters. For decades, many women have quietly managed symptoms while navigating leadership demands, often leading to feelings of self-doubt in the process.

By bringing menopause into the open, organizations are dismantling a silence that has sidelined too many women for too long. And as Dr. Varley reminds us, change doesn’t always begin with sweeping policy. Sometimes it starts with a single conversation.

Next Steps

Looking ahead, Dr. Varley emphasizes that progress on menopause in the workplace will depend on leadership, measurement, and sustained commitment. There’s a huge demand for credible, accessible information and community support. Here are some actionable steps individuals can take to navigate this phase of their life at work successfully:

Have the Conversation

Dr. Varley states the onus may start from the individual themselves, perhaps doing something they may feel uncomfortable with – such as opening up around personal experiences.

One piece of guidance she has for women is to advocate for themselves and have the conversation, especially if it hasn’t been raised before. 

Build a Support Network

Seeking peer support, either informally at work or through online groups and communities outside work, normalizes menopause and provides emotional support. Shared menopause experiences can help employees going through this natural life change feel seen and heard. In fact, research shows that overcoming challenges related to menopausal symptoms can help women gain inner strength and new skills as well as motivate them to improve systems for future women leaders.

Prioritize Your Work Well-being

Reassess your work-life balance and set boundaries to protect your health. This might include saying no to extra tasks when overwhelmed and scheduling medical appointments or breaks as needed. At the end of the day, your health is your priority, and you should advocate for it if and where needed.

And for companies, creating a culture that addresses menopause openly has tangible benefits. “Silence does not equal excellence,” Dr. Varley states. And just because issues aren’t raised doesn’t mean they’re not there. Companies that address menopause often see enthusiastic uptake of benefits, education, and engagement.

A New Chapter

“People are thinking differently about health,” Dr. Varley says. “There’s more awareness of healthy leaders in building healthy companies. Women are also entering C-suite positions at greater numbers and across age ranges where menopause can impact their ability to fully participate, so it’s crucial to address this now.”

It’s very possible we are at a turning point right now. But openly addressing menopause is not the end of the story, just the start of a healthier, more human approach to work. For organizations, this means embedding understanding and flexibility into policies, benefits, and culture.

By fostering open dialogue, organizations can redefine leadership, creating workplaces where employees can continue to contribute, lead, and thrive throughout their careers without having to choose between health and success. And while we’ve made a lot of progress, there’s still a lot more work to be done.

But it starts with a single conversation, a mindful view, and continuing our progress on bettering the workplace for all.

This story is presented in partnership with TENA, a brand that champions candid conversations about women’s health, visibility, and equity. To learn more about how to help women thrive, visit tena.ca.

This story is presented in partnership with TENA, a brand that champions candid conversations about women’s health, visibility, and equity. To learn more about how to help women thrive, visit tena.ca.