Ignoring menopause at work isn’t just impacting women’s health and careers—it’s draining talent, productivity and competitiveness across Asia
It’s a universal stage of life for women. A natural biological transition that typically occurs between the ages of 45 and 55. Yet, in boardrooms and offices across Asia, menopause remains a topic spoken in whispers, if at all.
This silence carries a profound cost not only to the health and careers of women but also to the bottom line of the businesses they help lead. Understanding these costs is the first step toward transforming the workplace into one of genuine support and sustainability.
See also: Front & Female Asks: Are menstrual and menopause leave policies a good thing?
The human cost: a silent struggle
Menopause can introduce a challenging array of physical, emotional and cognitive symptoms. Women may experience hot flashes, sleep disturbances, anxiety, memory issues and fatigue, all of which can significantly impact their quality of life and job performance. The result is often an increase in absenteeism and presenteeism—being at work but not fully functional.
This personal struggle of experiencing menopause at work is magnified by a professional culture of stigma and misunderstanding, which can lead to feelings of isolation, stress and embarrassment. This emotional and physical turmoil can directly impair concentration and decision-making, chipping away at job satisfaction and overall mental wellbeing.
The career implications are stark. A 2021 UK report found that one in four women consider leaving their jobs due to menopause-related issues. Many women feel pressured to hide their symptoms or reduce their workload, which can obstruct opportunities for professional development and career advancement. This creates a significant human cost, impacting women's health, wellbeing and career trajectories.
See also: Why should I talk to my boss about my menopause symptoms—and how?
The business cost: a drain on talent and productivity
From an organisational perspective, the challenges of menopause at work translate into tangible economic costs.
The primary impacts are:
- Decreased productivity: symptoms like fatigue and concentration issues can impair a woman's ability to perform at her best. Without proper support, menopausal employees may experience reduced productivity and engagement, which negatively affects business performance. The World Health Organisation (WHO) confirms that health-related issues like menopause can affect workforce productivity if not adequately addressed.
- Talent loss: women in their late 40s and 50s represent a vital and experienced segment of the workforce in Asia. A lack of support can lead to higher turnover rates among these senior employees, resulting in significant recruitment and training costs. As the Asian Development Bank (ADB) noted in a 2022 report on Supporting Women’s Economic Participation in Asia, supporting older women is key to enhancing retention and productivity.
- Reputational and legal risks: in an era where diversity and inclusion are priorities in many Asian markets, failing to create a supportive environment can damage a company's reputation. Furthermore, neglecting to accommodate health-related needs could expose companies to legal risks or discrimination claims. Singapore's Tripartite Guidelines on Fair Employment Practices, for example, emphasise the need to accommodate employee health needs to prevent discrimination.
See also: It’s time to talk about menopause in the workplace
