Most Aussie women fear discussing menopause at work, but experts warn it harms career

Menopause is derailing thousands of Aussie women’s careers, as experts warn silence in the workplace is doing more harm than good.

Aussie women fear their career will suffer if they talk about menopause at work – but experts warn staying silent could cause even greater harm.

Exclusive findings from a national study reveals menopause and perimenopause remain taboo topics in the workplace, with almost three-quarters (73 per cent) of women uncomfortable discussing their symptoms with colleagues.

One-in-five women fear being open about menopause will have negative consequences on their career, while one-in-three believe it could make them subject to age discrimination, according to the study from MyPause Health.

MyPause Health founder and chief executive officer Kathryn Carter.

Suffering in silence can be career-ending, as some organisations may mistake menopause symptoms for poor focus or motivation, rather than a medical condition, MyPause Health CEO Kathryn Carter said.

“If you’re experiencing continued sleeplessness or brain fog (as a symptom of menopause) and your work is quite markedly affected by that you don’t want to do yourself a disservice by having people assume it’s a lack of competency,’’ Ms Carter said.

“When menopause is left unspoken, the underlying cause of these challenges isn’t addressed and the risk is that you could be unfairly perceived as being off your game.’’

ASKING FOR SUPPORT

Ms Carter said menopause was a major factor in the early retirement of 27 per cent of Australian women, most under 55 and in their peak earning years.

The former Asia Pacific general manager of Snapchat was 39 when she began experiencing mood swings, fatigue and anxiety due to early menopause.

She hid her symptoms from colleagues – a decision she now regrets, believing her employer would have supported her.

With the benefit of hindsight, Ms Carter now advised women to disclose their perimenopause and menopause symptoms to their workplace and be specific about what effect it was having on their performance and what adjustments to support them could be provided.

“It isn’t about oversharing but be specific with examples of what the employer could be doing to support you through this phase of life,’’ she said.

“That could be as simple as (saying to your employer), ‘I don’t need you to do anything, I just want you to be aware (that I am experiencing menopause symptoms)’ or it could be as involved as (saying), ‘These are the necessary accommodations that I will need’.’’

WORKPLACE ADJUSTMENTS

“Meno concierge” Megan Hayward, founder of Mimi Moon Meno – which supports menopausal women and helps companies develop workplace policies – said employers could offer flexible hours for those with sleep issues and remote work options for symptoms like hot flushes or heavy bleeding.

She said Employee Assistance Programs could also support those facing depression, anxiety or other mental health impacts.

Ms Hayward, who experienced perimenopause while working in the male-dominated construction sector, said many women hesitate to speak to male managers, though in her experience, they are generally supportive.

Self-proclaimed “meno concierge’’ and founder of Mimi Moon Meno Megan Hayward.

“Close to 73 per cent of women who are in menopause are in the workforce so this is a pretty big issue,’’ she said.

“Most men in the workplace have a woman in their life that’s going through exactly what you’re going through.

“When I opened up to my male manager, he was very understanding and empathetic.’’

She said women who had a less positive encounter with their employer should be aware that unfair dismissal and discrimination legislation was available to protect them where needed.

TAKES COURAGE

Tanya Rutherford was initially unaware the anxiety and feelings of overwhelm she started to experience 12 years ago were linked to perimenopause.

At the time, Ms Rutherford was employed in the tertiary education sector and said she may have handled some work situations better if she had known why she was struggling.

Now a transformational coach and founder of Queen Be, Ms Rutherford said it took courage for women to disclose menopause and perimenopause symptoms to employers and work colleagues.

Tanya Rutherford with her daughters Mollie (left) and Bonnie (right).

“If you have a supportive manager it’s easier to share but otherwise it can give people an excuse to go, ‘Don’t worry, she’s in peri’ or ‘Don’t talk to her, she’s angry all the time’,’’ Ms Rutherford said.

“From a recruitment perspective … people can look at women of a certain age and think, ‘She’s probably going to go into menopause and that means her work quality is going to go down’.’’

Ms Rutherford said it was important to recognise every woman’s menopause symptoms, and the impact on their work ability, were different.

“Sometimes, women managers (who have also experienced less severe menopause symptoms) just dismiss what you’re going through and think you’re exacerbating everything,’’ she said.

Tips for talking menopause at work

• Let your manager know in advance you’d like to discuss a personal health issue affecting your work, to create a respectful, supportive space.
  
• Know what you want from the conversation and be clear about your needs – whether it’s flexibility, support, or simply to inform.
• Write down the symptoms you are experiencing and how they’re impacting your work so you can explain calmly and clearly.
• Come prepared with ideas that will help manage your symptoms and maintain your work performance, such as work hours, quiet workspaces and wellness support.
• Be realistic – your manager may need time to understand and consider support options. Record any agreed next steps to follow up.

Source: Kathryn Carter, MyPause Health.

Originally published as Most Aussie women fear discussing menopause at work, but experts warn it harms career