Growing up, many of us had “the talk” with a trusted adult that helped us understand what was happening to our bodies and reassured us when something unexpected happened at school. If we needed a moment, we went home, talked it through and pushed forward when someone helped us understand what was happening.

But what happens when we reach the next stage, and there is no follow-up conversation? When symptoms impact our work instead of school? Going home may not be an option. We have bills to pay, deadlines to meet and performance expectations to uphold, even as our bodies navigate a major transition.

Menopause is a natural stage of life that affects millions of working women, yet it often remains overlooked in workplace wellness efforts. As organizations expand their focus on mental health, flexibility- and whole-person well-being, menopause support deserves to be part of that conversation, not as a private issue, but as a workplace need that can directly impact performance, engagement and retention.

Menopause doesn’t always arrive as one clear moment. The transition often begins years earlier during a phase called perimenopause, when hormone changes start to affect the body in subtle and sometimes surprising ways. Symptoms like disrupted sleep, anxiety, brain fog or sudden hot flashes may appear gradually, often in a woman’s 40s or early 50s, right in the middle of a busy career and full personal life.

Many women go through this transition without immediately realizing what is happening. They may blame themselves for feeling “off,” blame their symptoms on being stressed or try to push through their work in silence. They are no longer finding joy in a job that used to feel rewarding. Because menopause is still rarely discussed openly at work, many women navigate these changes privately, unsure whether support exists or whether it is even appropriate to bring it up. This is why workplace awareness matters. These experiences are common, real and often happen long before menopause is formally reached.

The symptoms of menopause vary from person to person, but many women experience challenges such as fatigue, sleep disruption, anxiety, hot flashes, mood changes and difficulty concentrating. These symptoms can affect productivity, attendance, confidence and overall job satisfaction. The impact is real, and for many women, it is happening during a peak career stage when they are leading teams, managing households and holding key institutional knowledge.

Beyond the personal experience, menopause also has significant economic consequences for organizations. A Mayo Clinic study estimates the annual cost of lost work due to menopause is approximately $1.8 billion in the United States and $150 billion globally. These losses reflect a combination of absenteeism, reduced productivity, medical costs, mental health treatment, medications and hormone therapy. While the numbers are striking, they represent something even more important: employees who may be struggling silently, unsure whether support is available or whether disclosing their experience could affect how they are perceived at work.

Creating a menopause-supportive environment begins with inclusion and education. In addition to talking to a medical professional, employers can take meaningful first steps by offering workforce training and guidance for all employees by integrating menopause into workplace wellness initiatives.

Educational training for leadership can help managers understand how to create safe spaces for employees to discuss possible accommodations and well-being concerns. When organizations work with leadership to identify practical workplace adjustments, they reduce barriers that could prevent employees from performing or developing to their full potential.

A culture of trust is the foundation of supportive workplaces. When employees feel respected and understood, they are more likely to speak up about health-related needs without fear of stigma.

Regular and informal one-on-one conversations create opportunities for employees to share changes in their well-being. This includes simple check-ins. Asking employees how they are doing promotes openness and normalizes healthy conversations in professional environments.

If you are the leader initiating these conversations, it is important not to make assumptions. Be curious about what your employee is going through. If you notice changes in your employee’s performance or behavior, a respectful and supportive approach starts with open-ended questions such as, “How are you doing?” or “I’ve noticed you’ve been late recently, are you OK?”

It is always the employee’s choice whether they want to disclose personal information. Leaders should respond with empathy, remain calm, listen carefully and ask how they can help. Confidentiality matters, and any workplace accommodations should be supported through HR to ensure consistency and fairness.

While employers should absolutely help lead these conversations, sometimes the first step comes from the employee who is living it. If you are navigating menopause and it is affecting your work, starting that conversation can feel vulnerable.

It can feel easier to stay quiet, push through and hope no one notices. But advocating for yourself is not a weakness. It is a strength. When you speak up, you are not only protecting your own well-being, but you are also quietly opening the door for others who may be struggling in silence.

The good news is that many menopause accommodations are simple, low-cost, and highly effective. Common adjustments include flexible schedules and the use of leave time, hybrid work options, access to a fan at a workstation, flexible dress code policies and modifications to workplace temperature. These changes can make daily work more manageable while helping employees remain productive, engaged and supported.

Employers can begin by incorporating menopause into broader wellness strategies, offering training and education, and ensuring that employees are aware of available resources and accommodations. Tools and guidance from organizations such as the Mayo Clinic, the North American Menopause Society, and the World Health Organization provide valuable evidence-based information to help shape supportive policies.

When workplaces acknowledge menopause openly and proactively, they reduce stigma, strengthen retention, and empower employees to thrive through every stage of life. When employees know you care, teams grow stronger, more connected, and more resilient. The time to act is now, and small changes can make a lasting difference.

Cheri Montee of Pasco is an HR leader and founder of NextGen HR Strategies, where she helps organizations navigate compliance and move past outdated, “one-size-fits-all” workplace norms.