A recent poll I conducted on LinkedIn revealed that 83% of respondents believe leadership needs training on perimenopause as a “legitimate reason” for workplace accommodations. Only 11% viewed it as a “personal matter”. These results are eye-opening, but they only scratch the surface of a much larger issue.

Let's look at some hard data:

• 76% of women report having no workplace accommodations for menopause (Bonafide, 2024) 
• 1 in 4 women consider leaving their jobs due to perimenopausal symptoms (Simplyhealth, 2023 / Koru Kids, 2021) 
• 10% of women have given up work due to perimenopausal symptoms (Fawcett Society & Channel 4, 2022) 
• 14% of women had reduced their hours due to perimenopausal symptoms (Fawcett Society & Channel 4, 2022) 

The Economic Cost of Inaction

But let’s be clear. It’s not the perimenopausal symptoms. It’s the lack of workplace adjustments. 

Perimenopausal women at work are “experiencing unnecessary misery” - Jemima Olchawski, Chief Executive of Fawcett Society 

These statistics paint a stark picture, but the reason this is so important is this: 

• The economic cost of having up to 25% of your senior female management leave 
• The sheer tragic loss of experience and know-how that represents 
• The constant, predictable and preventable turnover to compensate for lost talent 

The Need for Awareness and Support

The majority of women in perimenopause (the 11 years pre-menopause) are really struggling to understand how to cope with a variety of symptoms, and just need unquestioned support at this time. 

Remember, 100% of women go through this. 100%.

Many workplaces remain unprepared to support their employees during this life stage. Research from the British Menopause Society indicates that nearly half of women experiencing menopausal symptoms feel that their employers do not understand what they are going through. This lack of awareness can lead to decreased productivity, increased absenteeism, and even early retirement for many talented women.

Solutions for Organizations 

So, what can organizations do to address this challenge? 

• Demystify it. Foster an open dialogue about menopause and its impact on work life 
• Training programs for leadership should include information on how to support employees 
• Flexible work arrangements and health benefits that specifically address these needs 

Ultimately, perimenopause is an economic issue that requires collective action. By taking proactive steps, organizations can retain valuable talent and foster a more inclusive work environment.

Ambassadors for Change

Let’s remember that supporting women through perimenopause is not just about accommodations; it's about recognizing their contributions and ensuring they can continue to thrive in their careers.

If you want to support WCorp’s mission to enact global change, apply for our Ambassador Program.

Join the conversation on LinkedIn.