Menopause at Work: Why Workplace Support Matters for Gender Equity
Gender pay gaps aren't just about salaries. They're also shaped by the barriers women face throughout their careers, including those that affect their ability to participate, progress and remain in the workforce.
Menopause is one of those often overlooked barriers.
Ahead of World Menopause Day on 18 October, three women from YWCA Tāmaki Makaurau, Anna Beard, Angela Barnett and Valerie Bold, shared their personal experiences with Gender at Work, highlighting why better workplace understanding and support matters.
The impact of menopause at work
Research from the 2023 Menodoctor New Zealand Menopause Survey highlights just how significant the issue is:
84% of women surveyed said menopause had negatively impacted their work.
Only 14% felt well supported in their workplace.
One in six considered leaving their jobs because of menopause symptoms.
One in 12 actually left their jobs.
These figures raise important questions about how workplaces support women at a time when many are progressing into senior roles or reaching the peak of their careers.
Why this matters for gender equity
Menopause can affect more than an individual's wellbeing. When symptoms go unrecognised or unsupported, women may face additional barriers to career progression, leadership opportunities and continued employment.
Disrupted career paths, reduced working hours and early workforce exits can have lasting consequences for women's earning potential and retirement savings.
While menopause is not a direct measure of the gender pay gap, the workplace barriers associated with it are part of the wider conversation about economic equity.
What can employers do?
The experiences shared in the article highlight three practical ways workplaces can make a difference:
1. Build awareness and understanding. Equip managers with a basic understanding of menopause and how symptoms can affect people differently.
2. Offer meaningful, flexible support. Recognise that individual needs vary and ensure workplace policies are supported by a culture of trust and understanding.
3. Make space for open conversations. Reduce stigma and create environments where employees feel comfortable asking for support without fearing judgement or damage to their careers.
Creating equitable workplaces means recognising the challenges women face throughout their working lives and ensuring those challenges don't become barriers to opportunity.
Read the full article
In Menopause at Work: What You Really Need to Know (But Probably Don't), published by Gender at Work, Anna, Angela and Valerie share their personal experiences, what they wish they'd known earlier, and what they believe workplaces could do better.
Read the full article on LinkedIn
Original article published by Gender at Work, 14 October 2026. Statistics sourced from the 2023 Menodoctor New Zealand Menopause Survey.