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June 29, 2026
If you are over 45 and suddenly find yourself questioning your professional abilities, pause for a moment. It may not be you—it may be your changing body. Here’s how to maintain your career during menopause.
Imagine this: you slept poorly. You wake up drenched in sweat after another night of hot flashes. You struggle to concentrate, forget things that used to come naturally, and feel as though your brain has suddenly slowed down. Then you go to work, where you are expected to lead a team, make decisions, deliver presentations, and negotiate as if nothing is happening.
For many women, this is exactly what life looks like during perimenopause.
Research shows that as many as 65% of women believe menopausal symptoms negatively affect their work performance and, consequently, their careers. Yet menopause remains one of the last major taboos in the workplace. While organisations increasingly invest in parental support programmes, mental health initiatives, and employee wellbeing, menopause is still rarely discussed. As a result, many highly capable women find themselves asking the same question for the first time in their careers: Am I still good at my job?
When people think about menopause, they usually think about hot flashes. However, the symptoms that most significantly affect women’s work are often far less visible.
According to research published in the journal Women’s Health, 54% of women report that fatigue has the greatest impact on their work performance during menopause. Nearly half experience sleep problems, 44% struggle with concentration, and 40% report memory difficulties.
In the workplace, these symptoms may appear as:
For women who have spent years building careers based on competence and efficiency, these changes can be deeply unsettling.
Research conducted by the Mayo Clinic found that more than 13% of women experienced serious negative work consequences because of menopausal symptoms, including reduced engagement, absenteeism, or even considering leaving their jobs altogether.
Menopause is a taboo that is only now beginning to be challenged, not only in workplaces but in society more broadly. Yet because some symptoms directly affect professional performance, women are often even more reluctant to discuss them at work.
Many fear that colleagues and managers will perceive them as less capable, less reliable, or less suited for leadership roles. In work environments that continue to reward youth, energy, and constant availability, menopause can become yet another reason for women to be overlooked.
As a result, many women experiencing perimenopause or menopause try to conceal their symptoms.
Much like motherhood, the issue is not only biological—it is also social.
Women are expected to remain professional, emotionally stable, organised, and consistently productive. This becomes particularly challenging because menopause typically occurs precisely at the stage when many women reach the peak of their careers. These are the years when women lead teams, make strategic decisions, and possess extensive professional expertise.
Suddenly, they begin to question abilities they have relied on for decades. They stop trusting themselves and worry that others will notice and judge them.
The good news is that it is not entirely up to you.
Research shows that organisational support significantly reduces the negative impact of menopausal symptoms on work performance. In other words, women can continue to thrive and remain highly effective employees and leaders during menopause—but they often need support from the organisations where they work.
This is why a growing number of companies are introducing menopause support initiatives.
The most common measures include:
The option to work from home, flexible working hours, or adjusted schedules has proven to be one of the most effective forms of support.
Research suggests that educating managers about menopause improves understanding and reduces stigma. Sometimes, a simple conversation with a supervisor can make an enormous difference.
Controlling office temperatures, allowing additional breaks, or improving access to water and ventilation can significantly improve daily functioning.
An increasing number of organisations are introducing formal menopause policies that clearly communicate that menopause is not a private issue employees should hide, but a legitimate workplace topic that can be openly discussed.
Women experiencing menopause are not less competent, less ambitious, or less capable of leading.
On the contrary.
They are at a stage of life characterised by decades of experience, established professional networks, and expertise that is difficult to replace.
If you are currently experiencing symptoms that affect your work, try not to interpret them as proof that you are no longer good at your job. Instead, view them as signals that your body is changing and that you may need to adapt.
Talk to your doctor about your symptoms, monitor what makes them worse, allow yourself to slow down when possible, and, if you feel safe doing so, speak openly with your manager about what might help you continue performing at your best.
Most importantly, avoid making major career decisions at a time when you are exhausted and doubting yourself.
Many women begin questioning their professional value during menopause, even though research consistently shows that the problem is far more often a lack of support than an actual decline in competence.
Do not allow a temporary life stage to become a permanent obstacle to your career.
Photo: Pexels.com
