When Madhu Kapoor walked away from her 23-year career in a British government department, she didn’t do so lightly.
She loved her work, was loyal to her team, and had built a solid reputation as a recruitment specialist. But at 58, debilitated by migraines, night sweats, and palpitations, she felt she had no choice.
“I lost all my confidence. I thought I wasn’t good at anything anymore,” Kapoor reflects. She had reached out to her leadership for support but was met with silence rather than solutions. Six months later, she resigned. Her experience, though heartbreaking, is far from unique.
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Why menopause is forcing women out of the workforce
Despite how widespread the impact is, most workplaces are failing to rise to the challenge. Research by Korn Ferry found that just 26% of working women reported any formal menopause policies or programmes at their place of work. A survey of 11,000 female union members by Unite found that four in five employers offered no ‘menopause at work’ support at all for menopause symptoms.
This lack of support can make even raising the subject feel impossible. Take Mara, a 48-year-old public servant from Hampshire. After undergoing a hysterectomy that triggered surgical menopause, she was hit by severe brain fog, anxiety and depression. “I was drowning… I couldn’t see or think,” she told The Guardian. She disclosed her struggles to her managers and submitted a doctor’s note, hoping for understanding. Instead, she was placed on a formal warning as her performance faltered, and subjected to relentless weekly reviews that only deepened her distress. “Work wasn’t ever going to stop doing what they were doing to me,” Mara said, reflecting on how unsupported she felt. Eventually, unable to cope, she left her job.
Mara’s story highlights how a lack of workplace empathy and support can turn menopause at work from a health challenge into a career-ending crisis.
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When nothing else worked
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The cost of menopause at work resignations
While the emotional toll on women is severe, the economic cost is eye-watering. The Mayo Clinic estimates that menopause-related losses in the US add up to $1.8 billion per year due to absenteeism, lost productivity, and premature departures from the workforce. Multiply that across global economies, and the scale of the problem becomes undeniable.
There’s also the hidden cost of lost experience. Many of the women leaving are in leadership or specialist roles, often at the peak of their careers. When they go, organisations lose not only their skills but also their mentorship for younger colleagues.
The medical system: Part of the problem?
For many women, the struggle is compounded by the difficulty of getting appropriate medical support. Despite growing awareness, some doctors still dismiss or downplay menopausal symptoms, leaving women feeling invisible.
Accessing treatments like hormone replacement therapy (HRT) or testosterone can be fraught with barriers, from lack of GP training to outdated concerns about risks.
This can leave women feeling they must simply endure, adding to the sense of isolation and helplessness.
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A silver lining How some workplaces are starting to step up
Thankfully, change is beginning to take root. Major employers like Royal Mail, NHS England, and Tesco have signed up to the Menopause Workplace Pledge, committing to provide real support to staff struggling with menopause at work. This can include paid leave, access to specialist medical advice, flexible working, and insurance coverage for HRT.
Campaigns like HotResignation in the US, are urging HR teams to recognise the hidden role menopause plays in resignations and to act before valuable talent is lost.
But as Tamsen Fadal, journalist and menopause advocate, points out, the pace of change is slow. “We have to stop asking women to handle the double threat of menopause stigma and ageism alone,” she says. “Employers and doctors need to step up.”
Taking control: What women can do
While systemic change is essential, there are also ways women can take back some control. For many, HRT and testosterone have been transformative, helping to stabilise mood, improve sleep, and reduce physical symptoms. For others, natural remedies like dietary adjustments, cooling clothing, and supplements provide some relief.
One increasingly popular tool is Sophrology — a gentle, structured mind-body practice that combines breathing techniques, relaxation, visualisation, and light movement. Sophrology can help reduce stress, improve sleep, and manage emotional ups and downs. Crucially, it requires minimal time: many women find just 10 to 15 minutes a day makes a noticeable difference.
Unlike more intensive forms of mindfulness or meditation, Sophrology’s simplicity makes it accessible even to those already juggling demanding schedules. For menopausal women battling fatigue and overwhelm, that can be a lifeline.
BeSophro has created a programme designed to specifically support menopause symptoms. Unlock Your Menopause Power is a five-week journey of daily 15-minute practices, designed by women, for women — to support your body and mind through the changes of perimenopause and menopause. Why not explore the menopause programme with a free 20-minute Sophrology taster practice.
Menopause at work: A call for cultural change
The menopause exodus from the workplace is a problem we can no longer ignore. With millions of women at risk of leaving jobs they love, or being pushed out quietly by unmanaged symptoms, it’s time for a cultural shift.
That means employers embedding menopause support into their policies, training managers to respond with empathy, and normalising conversations around midlife health.
It means doctors taking symptoms seriously, and empowering patients with choices. And it means celebrating and supporting the contribution of midlife women, rather than letting stigma and silence drive them out.
Note: This article is for informational purposes only and does not constitute medical advice. Always consult with a healthcare professional for medical concerns.
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