Menopause is a workplace issue, which affects women and other gender groups, including non-binary, transgender, and gender non-conforming. Menopause or a point in time when the menstruation has completely ceased for 12 months, is often considered as part of ageing process, but not everyone experiences natural menopause. Hot flushes, followed by fatigue, night sweats and insomnia are some of the most common symptoms that can last for a number of years; however, the experience of menopause is highly complex and individualized.
Most of the existing research on menopause at work is cross-sectional and has predominantly found the experience of menopause to be linked with negative outcomes, such as higher burnout, poorer perceived job performance, and higher intention to quit. Considering these results, as well as raising awareness of menopause and how it may affect individuals, it has become increasingly important to explore how employees can best be supported as they navigate through this complex and individualized transition.
This presentation draws from the mixed-methods research program on menopause at work using different samples of cis-women to discuss diverse menopause symptoms and their effects on job performance, retention, and occupational wellbeing. Drawing from selection, optimization, and compensation (SOC) model, it explores the role of individual agentic behaviors to manage menopause symptoms at work. Following the conservation of resources (COR) theory, it also addresses the role of workplace resources, such as social support from line managers and colleagues that was observed as useful in helping employees navigate this complex transition.
The presentation concludes with a discussion of flexible work arrangements and how the use of this type of workplace support can be a double-edged sword. Whereas the use of such arrangements can be helpful for managing symptoms, at the same time, it may have unintended consequences on late careers and pension provision.