Unspoken. Unsupported. Unacceptable: Menopause in Ireland’s Workplaces
In 2025, Ireland finds itself at a critical turning point when it comes to menopause in the workplace. Behind closed doors, many women are silently struggling. And the data now backs up what many have felt for years: menopause is not just a personal matter—it’s a workplace issue.
Our recent survey of 2,555 women across Ireland reveals an urgent need for cultural, legal, and organisational change. It’s time to stop the stigma, for good.
A nationwide reality: 420,000 women are working through menopause
According to the Central Statistics Office (2024), 420,000 women in Ireland are currently navigating peri/menopause while in paid employment. These are experienced, skilled, and essential members of the workforce, and yet many feel that they are navigating this stage of their careers without adequate understanding or support.
Among our respondents, 98% have experienced symptoms related to perimenopause or menopause. While 15% described their symptoms as mild, 50% said they were moderate, and a striking 34% reported experiencing severe symptoms. This is not a marginal health issue, this is a widespread, disruptive life stage that many working women will experience.
Symptoms that steal focus, confidence, and energy
When we asked which symptoms most impacted women at work, the results were clear, and concerning:
Brain fog / memory loss / difficulty focusing (78%)
Fatigue (61%)
Feeling overwhelmed (54%)
Loss of confidence (49%)
Anxiety (49%)
These symptoms affect how women think, speak, and perform in professional settings. Imagine being in a leadership role or handling complex tasks with severe fatigue and cognitive fog, day after day. The burden becomes unsustainable.
Indeed, 28% said their work performance was affected a lot, and 54% said it was affected a little—meaning more than 4 in 5 women are experiencing an impact on how they show up at work.
Menopause and missed work: The Cost of Silence
One of the most telling findings is that 43% of women have missed work due to their symptoms with one in five missing 3+ days.
And yet, 77% said they did not feel comfortable telling their employer the real reason for their absence. This reticence can be a direct consequence of workplaces that punish openness. When organisations make people worry they’ll be judged as less capable or committed, they silence honest conversation, block reasonable accommodations, and ultimately drive valuable talent away.
Stigma, discomfort, and ageism at work
Our findings reveal a continued stigma around menopause in Irish workplaces:
51% believe there is stigma where they work
One in 3 feel uncomfortable discussing menopause at work.
When it comes to talking to line managers:
Only 16% are extremely comfortable
24% are uncomfortable
18% are extremely uncomfortable
These numbers underscore the ongoing taboo surrounding menopause, even in companies that pride themselves on inclusion. And for many, this discomfort is compounded by broader workplace culture: 29% believe their organisation is ageist. For women dealing with both menopause and age-based bias, the psychological toll can be enormous.
The career costs are real
Women are not just stepping back from work; they’re stepping back from opportunity:
32% have stepped back from promotional opportunities
29% have reduced their hours
36% have considered quitting altogether
8% have already left the workforce due to menopause symptoms
50% say their symptoms have influenced job satisfaction or pushed them to consider a job change
These numbers reflect a quiet exodus of midlife women from positions of leadership and experience. The cost to organisations is enormous, and largely unmeasured.The tragedy is that this represents a massive loss of talent and experience. These are often women at the peak of their professional capabilities, with decades of expertise, who are being effectively pushed out not by their own choices but by institutional inflexibility. The "stepping back from opportunity" happens because the opportunities themselves become structurally inaccessible, not because the desire for advancement disappears.
It's a systemic failure disguised as a personal one, and recognising that distinction is essential for creating real solutions.
What women want: Policy, training, and access
The ask from women is not ambiguous. They know what they need, and what their workplaces currently lack:
83% think perimenopause/menopause education should be mandatory in workplaces.
65% want menopause awareness and training for all staff (23% already have it)
75% want menopause-specific training for managers and HR (17% already have it)
72% want a dedicated workplace menopause policy (18% already have one)
84% want access to menopause specialists through their workplace (8% already do)
81% believe workplaces should be accredited by an external body for menopause support (34% say this is extremely important)
These aren’t lofty ideals, they’re achievable benchmarks. And women are clear that support would improve not just their wellbeing, but their performance and loyalty.
Support makes a difference
If employers offered meaningful menopause supports:
56% say it would reduce stress and anxiety
44% would feel more valued
41% would gain confidence
39% would value their employer more
38% would see improved performance
26% would be less likely to leave or reduce their hours
18% say it would improve manager relationships
These figures point to a clear return on investment for organisations that act. The most striking finding is that 8% of women say proper support would have prevented them from leaving their job entirely - representing hundreds of thousands of experienced professionals who could have been retained. When nearly a third of women would be less likely to reduce hours or leave, and more than a third report they would see improved performance, the business case becomes undeniable. Organisations that continue to ignore menopause support aren't just failing their employees, they're actively undermining their own competitiveness and sustainability.
It’s time for action
Menopause isn’t only a matter for individual women. It’s a structural, cultural, and economic issue that affects hundreds of thousands of working women in Ireland. The findings from this survey are a wake-up call for businesses: continue to ignore menopause, and you will continue to lose talent, performance, and reputation.
But listen, adapt, and lead and your organisation will be a place where women want to stay, grow, and thrive.
Note: Percentages have been rounded for clarity.