The modern workplace is evolving to be more inclusive. Businesses are increasingly attentive to diversity, equity, and employee well-being, integrating support for physical disabilities, mental health, and parental leave.
Yet, one issue affecting millions of workers worldwide remains conspicuously absent from workplace policies: Menopause.
Despite its profound impact on health and productivity, menopause continues to be overlooked. This silence not only exacerbates the struggles of midlife women but also leads to significant economic losses for businesses.
It's time we start recognizing menopause for what it truly is—an unavoidable life stage that deserves attention, accommodation, and open conversation.
The Economic Impact of Ignoring Menopause
Across the globe, studies highlight the staggering financial impact of menopause-related absenteeism, reduced productivity, and healthcare costs.
In the United Kingdom, the consequences of ignoring menopause are becoming increasingly apparent. According to a report by PwC (2020), 1 in 4 women experience symptoms severe enough to affect their work performance. In total, the UK economy loses an estimated £14 million annually due to menopause-related absenteeism and productivity declines. More alarmingly, nearly 900,000 women leave their jobs every year due to menopause symptoms, costing businesses around £10.7 billion in lost wages and productivity.
The United States faces an even greater challenge. With 6,000 women reaching menopause daily, the American workforce experiences $150 billion in losses annually due to absenteeism, decreased engagement, and increased healthcare costs, according to the American College of Obstetricians and Gynecologists (ACOG). A separate Mayo Clinic study estimates that menopause-related productivity losses in the U.S. alone amount to $1.8 billion annually, while overall medical expenses linked to menopause cost businesses $26.6 billion per year.
Closer to home, in Singapore, menopause remains a neglected workplace issue despite its widespread effects. A Straits Times (2022) study found that nearly 1 in 3 women in their 40s and 50s experience menopause symptoms that disrupt their work, with fatigue, irritability, and sleep disturbances being the most common complaints. Yet, a lack of workplace support means many suffer in silence, leading to disengagement, absenteeism, and even premature exits from the workforce.
Absenteeism and Presenteeism: The Hidden Costs of Menopause
Beyond direct job resignations, menopause-related absenteeism is a growing concern. In the UK, the British Menopause Society reports that 25% of menopausal women take time off work due to their symptoms. Though Southeast Asian data remains scarce, workforce trends suggest that similar patterns exist in Singapore and the region.
Equally concerning is presenteeism, where employees remain at work but are not fully productive. The National Institute on Aging highlights that 34% of menopausal women report difficulties concentrating or remembering things, significantly affecting work performance. Unlike absenteeism, presenteeism remains largely invisible to employers—yet its long-term impact on productivity and team morale can be severe.
Higher Healthcare Costs for Businesses
Ignoring menopause doesn’t just affect productivity; it also increases healthcare expenses. The U.S. Department of Health and Human Services notes that untreated menopause symptoms can contribute to mental health issues like depression and anxiety, which raise healthcare and insurance costs for companies.
Singapore is already witnessing a rise in healthcare costs related to workplace stress and mental health. Studies by Singapore Management University (SMU) show that businesses with comprehensive health and wellness programs, including menopause support, see lower healthcare claims, ultimately reducing long-term medical expenses for both employers and employees.
The Risk of Talent Drain
One of the biggest consequences of neglecting menopause in the workplace is talent loss. Women in midlife hold invaluable institutional knowledge, leadership experience, and industry expertise. Yet, menopause symptoms often push them to leave their roles prematurely.
A Harvard Business Review study found that companies failing to provide menopause support see higher turnover rates among women in their 40s and 50s. This exacerbates the gender imbalance in leadership and increases the costs associated with employee attrition and recruitment.
In Singapore, where midlife professionals are crucial to business success, supporting menopausal employees isn’t just an HR issue—it’s a strategic necessity. Forward-thinking companies that foster menopause-friendly policies are better positioned to attract and retain top talent while ensuring gender diversity at all levels.
Menopause as a Competitive Advantage
Despite these challenges, many businesses remain hesitant to act. The stigma around menopause often leads to avoidance, leaving women to navigate this stage of life alone. However, companies that proactively address menopause stand to gain a significant competitive advantage.
A workplace that acknowledges and supports menopause can:
Increase employee satisfaction and loyalty, reducing turnover and recruitment costs.
Boost productivity, minimizing absenteeism and presenteeism.
Enhance diversity and inclusion, creating a more supportive and empathetic workplace culture.
Leading global corporations are already taking steps to support menopausal employees. Channel 4 (UK) introduced a menopause policy offering counseling, flexible work arrangements, and quiet spaces for symptom relief. PwC UK has collaborated with organizations to fund menopause-related research and implement workplace strategies. These initiatives not only improve employee well-being but also strengthen brand reputation and organizational resilience.
Breaking the Silence: The Time to Act is Now
Menopause is not a niche issue—it affects half the population and, by extension, every workplace. Ignoring it is no longer an option. If businesses truly value employee well-being and long-term success, menopause must become part of workplace policies and corporate health initiatives.
The conversation has already begun. The question is: will your company be part of the change or lag behind?
Start Small, Start Now
Building a menopause-inclusive workplace doesn’t have to be overwhelming. Simple steps like providing flexible work arrangements, training managers on menopause awareness, and creating safe spaces for open conversations can have a profound impact.
Want to make your workplace midlife- and menopause-inclusive? Contact us today to find out how.
Important Notes:This article is meant purely for informational purposes and should not be relied upon as medical advice. Always consult a medical professional for specific advice on your health. This article has not been reviewed by any medical professionals or legal bodies. Contact us at contact@suretysg.com for more information.