One in Four Women Consider Leaving Work Due to Menopause

written by Dr. Valentina Pavlović Vinogradac, research & ESG consultant

According to research, at the moment you are reading this, one in four women aged 40 to 55 is considering resigning due to menopause symptoms, which affect their job satisfaction, efficiency, and quality of life for various reasons. This has been recognized by some companies, prompting them to invest in support programs and workplace adjustments for women going through this specific and often challenging life phase. For instance, according to a study by Mercer (2023), the number of menopause programs in companies with 500 or more employees in the U.S. increased from four percent in 2022 to 15 percent in 2023 (Mercer.com). The topic of menopause is particularly relevant for Croatia, where society is aging due to a demographic crisis, and the proportion of older individuals in companies is increasing.

Menopause is a phase in a woman’s life characterized by various physical, psychological, and social symptoms. Menopause is preceded by the perimenopause phase. From the early forties to the late fifties, women face a range of new symptoms that disrupt their quality of life. It is important to emphasize that menopause is not only a medical or psychological phenomenon but also a social one.

Her life is not ‘over’

Sociologically, we can say that the menopause phase is socially characterized by various features. First and foremost, society often holds numerous prejudices against women in perimenopause and menopause. This same society frequently idealizes youth, leaving aging women sidelined. All of this results in misunderstandings and strained interpersonal relationships. Menopause symptoms, daily environments, and societal attitudes impact a woman’s professional and private life.

The belief that a woman’s life is ‘over’ in the years when she enters menopause is evolutionarily understandable, as people once lived shorter lives and naturally passed away during this period. However, life expectancy has increased. A woman spends most of her life during this phase. Additionally, during this time, women often build their new identities. Their children are grown, they are professionally accomplished and financially stable, and during this period, they achieve their previous goals and desires. This phase in a woman’s life can be very challenging on one hand, but on the other, it can turn into an opportunity. The following text will analyze the business and social climate and present concrete suggestions on how employers can better act to enhance the well-being and satisfaction of women in menopause.

Why invest in them now

The business environment has recently been flooded with activities related to ESG (environmental, social, and governance). ESG is an acronym that denotes three key areas of sustainability investment – environment, society, governance.

Although the emphasis is often placed on the environmental component, the social and governance components are equally important, and investing in them can be not only a fulfillment of obligations but also an opportunity for growth and advancement – and thus an increase in productivity and profits for companies. Therefore, it is important to make decisions strategically based on analyses, research, and data when it comes to ESG projects, so that companies not only fulfill the formal obligation of non-financial reporting and check off a box for a specific requirement but also gain real and measurable benefits from that investment.

It seems that there has never been a better time to invest in this employee population – both due to ESG regulatory obligations and real needs and returns on investment. A positive change in the labor market is the increasing number of women in corporations. Since the corporate world was predominantly male until relatively recently, working conditions were adapted to men – which is logical since women were generally absent. With the entry of women into the labor market, who differ from men in some of their characteristics (not worse or better, just different), there arises a need for workplaces to adapt to women. According to data from the latest census, our population is generally aging. Simply put, there are more older people than younger ones. All of this is reflected in the labor market.

Maximum burden

When we talk about the employed population in Croatia, according to the latest data from the Croatian Bureau of Statistics (IV – VI 2025), the employment rate for women is 47.6 percent. When looking at women by age, the employment rate for those aged 15 to 24 is 17.3 percent, in the group of 25 to 49 years it is 84.7 percent, in the group of 50 to 64 years the employment rate is 62.5 percent, and in the group 65+ years the rate is 2.8 percent. According to the presented data, we can see that the share of women over 40 years old constitutes a large part of the workforce. This group represents a significant potential for companies compared to other generations.

Research shows that younger generations in their thirties are overwhelmed, both in their private and professional lives. They are on an upward trajectory of their own achievements, both life and career goals. Thus, younger individuals often balance between seeking partners and forming relationships, resolving housing issues, financial security, children, caring for parents… On the other hand, they try to give their maximum at work and advance, achieving their professional fulfillment. It could be said that the greatest burden lies on those in their 30s and early 40s, both in the private and business world.

Younger and older learn from each other

According to research, a large and often underutilized potential lies in the youngest and the most experienced. The youngest come with enthusiasm and confidence from the education system, bringing the latest scientific and professional knowledge to corporations that they have had the opportunity to learn about in universities or high schools, especially when it comes to the latest technologies.

Another important category of employees that carries enormous potential is the oldest or most experienced. These employees bring not only rich experience and knowledge but also special professional values. For instance, experienced workers are loyal to the company, are less likely to leave, are more conscientious, less prone to conflicts, generally more relaxed, and under less pressure from the environment. When we talk about their private and professional lives, we can assume that most older employees are financially more stable, accomplished in their careers and family lives, their children are grown, and so on. Therefore, this category does not face as much pressure for advancement, starting a family, resolving housing issues, and other challenges that younger generations deal with. For this category, it is generally a time when they can focus on themselves. Smart corporations will recognize the value of this category of workers and will invest in them.

However, although there is great potential in experienced generations, women still face a stumbling block that prevents them from realizing their full potential – this is perimenopause and menopause. (Peri)menopause is a phase in a woman’s life that can begin as early as her early forties, but symptoms can persist into the late fifties. Gynecologists define menopause as a period without menstruation lasting at least one year. Perimenopause precedes menopause, carrying a range of specific physical and psychological symptoms.

Why is it harder for women

There are a number of symptoms that can affect women’s work efficiency and satisfaction. Physically, these include hot flashes, genitourinary symptoms (e.g., incontinence), irregular menstruation, sleep disturbances, muscle pain, fatigue, and exhaustion, and so on. Psychologically, there is anxiety, mood swings, concentration problems, decreased self-confidence, brain fog, and similar issues.

In the literature, there is also the phenomenon of ‘menopausal brain drain,’ according to which one in four women considers leaving work, and 10% actually do so due to menopause symptoms (Independent, 2022). The departure of women in (peri)menopause is a loss for the company on multiple levels. First, they lose employees who are at the peak of their careers with rich experience and knowledge of the corporation itself. Then, employee turnover increases, which is a cost in itself. The departure of women from companies at this age can also reflect on the gender pay gap in the corporation – especially if women leave from managerial and higher positions (which is also often the case at this age).

Cumulatively, ignoring menopause can cost the company significantly and in multiple ways – either in terms of reduced productivity and employee satisfaction (which have the potential to give the most), due to increased sick leave, or, in the worst case, in terms of employees leaving for other jobs.

Menopause and earlier menstruation are often referred to as ‘women’s issues’ or discussions ‘about women’s matters.’ The consequence of this can often be a lack of understanding for symptoms from male colleagues or colleagues who have not gone through the same experience. As previously mentioned, if the environment is not conducive to openly discussing issues that affect work and the team, it can disrupt interpersonal relationships within the company. At the same time, women going through menopause often feel ashamed and hide their symptoms so that no one notices them.

Ultimately, this is exactly what happens – those who do not go through menopause do not notice that women going through menopause may have some problems. Thus, women feel ashamed to talk about their issues, and those around them cannot help them because they either do not know that a problem exists or are not educated on how to provide support.

Concrete solutions

All the challenges mentioned in the business environment are actually very solvable. Corporations need to start by understanding the real needs of their female employees. Every effective social intervention begins with research and analysis of the situation. Therefore, it is important to conduct a multi-month study (of course anonymously and according to all ethical standards) to explore: awareness of their own symptoms among women and awareness of the phenomenon of (peri)menopause among those who do not go through it. Then, qualitatively investigate and understand the real needs of women going through menopause, which can vary significantly depending on the type of job. Therefore, each work environment needs to be approached individually. After the initial research phase, the next phase is to develop a sustainable strategy and company policy regarding support for women in menopause, where real and measurable goals will be set.

It is also important to continuously educate all stakeholders about what women in menopause go through and how to cope with symptoms and how to apply all of this in the workplace (engaging qualified professionals – gynecologists, psychologists, sociologists for this purpose). First, it is important to educate top management, then the women themselves going through this period to understand what they are experiencing, and finally all employees so they know how to support their colleagues. Ultimately, it is necessary to adapt workplaces and conditions for women in menopause. The workplace should become a supportive environment where women can communicate about their problems without fear and receive appropriate support.

It should also be noted that life expectancy has significantly increased, so women – unlike what was the case in the distant past (when the end of the fertile age and the onset of menopause actually marked the end of life) – now live and are capable of an active life for many years after entering menopause. Moreover, with their knowledge, life experience, and strength, supported by the entire company – they can work wonders.