How does menopause affect absenteeism

Menopause is a natural phase in a woman’s life, but its impact on work is often overlooked. Around 4.4 million employed women in the UK are between 45 and 60—the typical age range for menopause—and many struggle with symptoms that directly affect their ability to work. Fatigue, difficulty concentrating, and stress are common issues, leading to increased absenteeism as women take time off to manage their health[1][3].

Research shows that severe symptoms like brain fog or anxiety can make daily tasks feel overwhelming, forcing some employees to miss work entirely[2][5]. In fact, 1 in 10 menopausal women have left jobs due to these challenges[5], costing businesses valuable talent and experience. Without support, workplaces risk higher turnover rates and productivity losses[3][4].

Legally, employers must protect menopausal employees under the Equality Act 2010. If symptoms significantly disrupt daily life—such as causing frequent absences—they could qualify as a disability, requiring reasonable adjustments like flexible hours or cooler workspaces[5]. Ignoring these needs not only harms employee well-being but also exposes companies to legal risks related to age or sex discrimination[1][5].

The bottom line? Supporting menopausal employees isn’t just about compassion—it’s smart business. Addressing this issue reduces absenteeism, retains skilled workers, and fosters a more inclusive workplace where everyone can thrive[2][4].