The Menopause Cost Me My Corporate Career — Why Things Have to Change
Being a woman in a legal management role in the corporate world was never easy, but when the menopause hit, the challenges tipped me over the edge.
Despite the obvious impact of menopause on my physical and mental health, I found no understanding or support from my employers.
The demands of my job, my debilitating menopause symptoms, and a complete lack of understanding or support from my employers or our healthcare service eventually forced me to leave behind a 28-year career I had worked so hard to build.
Now, as a Menopause Coach, many of the women I work with express the same frustrations; they feel caught in a gap between insufficient medical care and lack of support in the workplace.
I’m in the UK where our brand new Labour government has announced plans to grant workers the right to request a four-day working week, retaining their full time hours but working four longer days. This policy could be a game-changer, not just for those experiencing menopause, by offering a more balanced approach to work that prioritises well-being but which also boosts productivity. Yet, while this is a promising first step, it is clear that more is needed to really support women.
It isn’t about making specific accommodations for one group, which can ‘single you out’ and make you feel even worse — it’s about giving everyone the opportunity to thrive by acknowledging that rigid work structures no longer meet the needs of a diverse workforce.
Before menopause hit, I thrived in the legal world where long hours, deadlines, rules, regulations, and high-stakes decisions were the norm.
I prided myself on my ability to keep up with the relentless pace, consistently delivering results and leading my team through the constant challenges. But when menopause arrived, it felt like those very qualities that once made me successful began to work against me.
My symptoms — chronic fatigue, brain fog, bloating, constant headaches, low mood, heart palpitations, and frequent heavy periods — hit me like a freight train. My razor-sharp focus was gone, and the energy that had always powered me was nowhere to be seen. The pressure to perform at my best became an overwhelming source of stress. There’s little room for vulnerability; the culture was one of endurance, where showing any sign of weakness was frowned upon.
When I reached out to my employers, they weren’t interested. I’d even go as far as saying they decided then and there that I was ‘done’ and no longer of use to them. My suggestions that I might need adjustments to my workload or schedule were quickly shut down. This lack of understanding and support left me isolated and frustrated.
It was no better with my doctor. There was no mention of the menopause and certainly no prescription for hormone therapy. I was diagnosed with burnout, signed off work for the first time in my life, and offered antidepressants. This only served to fuel my employers’ view that I was no longer useful. Without the flexibility or support I needed, I found myself in a downward spiral. Eventually, the toll on my health was too great, and I was forced to step away from the career I had dedicated so much of my life to.
This experience opened my eyes to the urgent need for change in how workplaces support women. The rigid, ‘one-size-fits-all’ approach to work simply doesn’t accommodate the realities that many women face during menopause.
Women are frequently left to navigate their menopause symptoms with minimal guidance or treatment from healthcare providers. The UK National Health Service currently lacks the specialised care that women need during this stage of life. This inadequacy forces many women to continue battling debilitating symptoms that affect their performance at work. Without proper medical intervention, these women struggle to maintain their productivity and well-being in demanding roles.
There’s a disconnect between the healthcare system and employers — two pillars that should be working together to support women. While the UK health service may offer some level of care, it’s often not enough to mitigate the impact of menopause on a woman’s daily life, particularly in a high-pressure work environment. This lack of support in both arenas leaves women in a frustrating position: they want to feel better and continue in their careers, but without adequate medical treatment and workplace flexibility, this becomes impossible.
Even private medical cover is failing to adequately cover the very areas where many women need support: menopause and mental health. Many private insurance policies exclude menopause-related treatments and mental health services are often limited or excluded entirely. These are critical areas where women need comprehensive care.
As someone who has gone through this firsthand, I know how frustrating it is to pay for private medical cover that doesn’t include the very treatments you require — menopause care, counselling or support for anxiety and depression. This leaves women facing significant out-of-pocket costs or unable to access the care they need.
Our Labour government’s recent proposal to allow workers the right to request a four-day working week could represent a significant shift in how we think about work and productivity. This policy would give employees the option to compress their work hours into four days instead of five, enabling them to maintain full-time work while gaining an extra day for personal time.
For women experiencing menopause, this could be a lifeline. A four-day week would provide much-needed flexibility, allowing them to better manage their symptoms and reduce the stress that often exacerbates them. Instead of pushing through exhaustion, brain fog, debilitating heavy periods, and many other symptoms, women could have more time to rest, attend medical appointments, or simply recover from the demands of their job. This could lead to not only better physical health but also improved mental well-being.
The ability to request a different working structure would help women make choices that better fit their needs. Having the option to work fewer days could help women feel more supported and less isolated. It’s a practical solution that acknowledges the realities of menopause and offers a way to continue contributing professionally without sacrificing health.
While the introduction of a right to request a four-day working week is a positive move, it’s clear that more comprehensive measures are needed to truly support women going through menopause. This policy alone won’t solve all the challenges they face in the workplace:
Mandatory Menopause Policies
Workplaces need to adopt formal menopause policies that provide clear guidelines on how to support employees experiencing menopause. This should include training for managers to recognise and address menopause-related issues, as well as specific accommodations such as flexible working hours, temperature control in offices, and access to mental health resources.
Enhanced Flexible Working Options
Beyond the four-day week, there should be a broader range of flexible working options available to all employees. This could include remote working, job sharing, or adjusted workloads that allow women to manage their symptoms more effectively. By providing multiple pathways to flexibility, employers can better support their workforce’s diverse needs.
Support Networks
Employers should encourage the creation of support networks or employee resource groups focused on menopause. These networks could provide a space for women to share experiences, access resources, and advocate for further workplace changes. Having a community of peers who understand what they’re going through can make a significant difference in how women navigate menopause at work.
These changes won’t just benefit women going through menopause — they will contribute to a more inclusive, healthy, and productive workforce overall. As someone who has been through the struggle and came out the other side, I know firsthand how transformative these measures could be. It’s time for employers to step up and recognise the value of supporting ALL their employees.
