Discussions about the gender pay gap often focus on major contributors such as the motherhood penalty. But another pivotal life stage is frequently overlooked, one that also coincides with a widening pay gap: menopause.
Economists at UCL, the University of Bergen, Stanford University and the University of Delaware calculated that women experience a 4.3% reduction in their earnings, on average, in the four years following a menopause diagnosis. By the fourth year, their losses deepen to 10%.
Clearly, menopause isn’t just a health issue. Although it’s a natural part of life, it carries significant economic implications. The symptoms – which range from hot flushes and fatigue to pain, mood problems and insomnia – can have a profound effect on women’s quality of life, performance and earnings.
One of the key drivers behind the menopause pay gap is the reduction in working hours and a decrease in the likelihood of working. But, these often aren’t by choice. For most, debilitating symptoms and a lack of support from employers means they have no option but to cut back.
“Data suggests three out of five women are affected by menopause symptoms at work and one in 10 leave work due to menopause symptoms,” says Bukky Ayoade, menopause expert and founder of the wellbeing organisation Vibrant Midlife.
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“Women that are not supported feel the need to work less hours or days, or in extreme cases they are forced to leave work altogether.”
In 2023, researchers at Tallaght University Hospital in Ireland surveyed 407 women to find out which menopausal symptoms had the greatest impact on them at work. Fatigue, poor sleep, problems concentrating and memory issues were the most common, and the team found a significant link between symptom severity and reduced work performance, career development decisions and attendance.
“The problem is even more pronounced for women in lower paid jobs or non-autonomous roles with less flexible options,” says Ayoade. “Inadequate menopause support in the workplace leads to this menopause pay gap and for women at the peak of their careers. It means they are unable to progress, leading to a widening of the gender pay gap in older age groups.”
Women over 50 are one of the fastest-growing groups in the UK workforce. Yet many employers still fail to provide proper support for the physical and psychological changes women experience during this stage of life.
A 2022 Fawcett Society report found that 80% of women said their employer had not shared information, trained staff, or implemented a menopause absence policy. And where policies do exist, they are often treated as a tick-box exercise rather than meaningful support.
“As with all policies, they need to be lived and breathed within the organisation – not just shut away in a drawer,” says Kate Palmer, employment services director at Peninsula.
“An employer needs to, therefore, actually act upon their commitment to support employees. If the reality is that employees don’t feel comfortable or able to discuss their situation with their manager, or discuss what sort of support they specifically need, then employees may struggle to balance their work commitments with the challenges the menopause poses.”
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Although cultural change is happening, it is slow, adds Ayoade. “Symptoms such as brain fog or anxiety may affect performance, yet instead of offering support, some employers respond with poor reviews or disciplinary action,” she says.
“Rigid sickness policies that ignore menopause can lead to unfair treatment. And misunderstanding and stigma – like dismissing symptoms or making jokes – can create hostile environments.”
In a survey of 2,000 people in the UK by the women’s health firm Forth, 63% said their work life had been negatively affected by menopause. Some said they had been passed over for promotions, were paid less than male colleagues in like-for-like roles, scrutinised for taking sick leave or were branded “hormonal” and “emotional” and not taken seriously.
So what can employers do to make sure workers experiencing menopause are supported – and close the menopause pay gap?
When drafting policies, employers should use inclusive language to support all employees experiencing menopause, including trans and non-binary individuals. But ultimately, meaningful support means more than words on a page.
Staff and managers need to be trained to understand menopause and know how best to support colleagues. Normalising open conversations about menopause can help tackle gendered ageism and encourage people to voice their needs.
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“Organisations need to train managers to not only have discussions with employees to understand what support they would find useful, but then also take action to put that in place,” says Palmer. “No two people are the same, so any changes that may be needed to the workplace or to how the employee works could vary from employee to employees.”
It’s also important to offer practical adjustments like flexible working, breathable uniforms, cooling fans or quiet spaces.
“An employee may want to change their shift pattern, for example, because they believe that this could help them,” adds Palmer.
Menopause support takes more than one token conversation. Instead, managers should catch up with employees every so often to make sure they have what they need to do their jobs.
“Employers should review performance management processes to avoid penalising menopause-related symptoms,” adds Ayoade. “They need to commit to a supportive culture that recognises menopause as a workplace and retention issue – not just a women’s issue.”
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