International Women’s Day (IWD) is more than a date on the calendar; it is a global movement that celebrates the achievements of women while highlighting the ongoing pursuit of gender equality. It is also a moment for employers to reflect on the progress made and to address the systemic barriers that continue to hold women back in the workplace.
This year, TELL is shining a spotlight on our past female legends and also menopause, a natural life stage that remains widely misunderstood and stigmatised, and one that has long affected women’s career progression, financial security, and long-term wellbeing.
Menopause in the Workplace: An Overlooked Transition
Women aged 50 and over are the fastest-growing segment of the workforce in many countries. Here in Japan, about one-quarter of the 30.6 million working women are aged 45–55 years, and their labour force participation rate exceeds 70%. By age 54, more than 80% of women are menopausal, and up to 90% experience symptoms. While many navigate this transition with minimal disruption, around one in four report severe or debilitating effects.
Mental Health and Menopause
Mood changes are common during perimenopause and menopause. Around 68% of women report mood instability, and 60% experience sleep disruption, both of which significantly affect emotional well-being. Research also highlights that women with a history of depression, PMS, or postpartum depression are at increased risk of depressive symptoms during this stage.
Many menopausal symptoms overlap with mental health conditions, including sleep disturbance, cognitive changes, weight gain, sexual difficulties, and vasomotor symptoms such as hot flushes. These challenges are often compounded by midlife stressors, including caregiving responsibilities, health concerns, and work pressures.
Menopause at Work
For many women, the workplace is where symptoms are hardest to manage. Fear of stigma or negative career consequences often prevents open discussion. In 2022, the Ministry of Health, Labour and Welfare (MHLW) conducted its first survey on menopause and found that 80-90% of the public had no knowledge of menopause and had never visited a medical institution for menopausal treatment.
Common workplace impacts include difficulty concentrating, fatigue, memory lapses, low mood, reduced confidence, and hot flushes. Notably, experiencing hot flushes at work has been linked to increased intentions to leave employment.
Research highlights the scale of the issue. CIPD reports that 67% of women aged 40–60 say menopausal symptoms negatively affect their work, with 79% citing reduced concentration and 68% reporting increased stress. The Fawcett Society found that one in ten women left their jobs due to unmanaged symptoms. Additionally, 87% of women in a UK survey said menopause remains taboo, and 68% felt unprepared for perimenopause or menopause.
Why Workplace Support Matters
A lack of workplace support affects not only individual well-being but also organisational performance. It contributes to reduced productivity, higher absenteeism, increased healthcare costs, and premature loss of experienced talent.
Midlife women hold critical leadership, specialist, and frontline roles. Supporting them through menopause is not only a health and well-being issue, but it is also a workforce sustainability and equity issue.
International Women’s Day 2026 calls for action against discriminatory laws, weak protections, and harmful social norms. Recognising menopause as a normal life stage, raising awareness, fostering flexibility, and providing practical support, strengthens well-being, retention, and career longevity.Join TELL, UN Women, and partners this International Women’s Day to demand #Rights. Justice. Action.