Concerns about performance rarely arrive suddenly.

More often, they show up gradually.

A capable, experienced individual begins to doubt themselves. Focus feels harder for them to maintain. Confidence wobbles in meetings, showing itself as forgotten words, confusion, or a red face, and their engagement has dipped, even though their commitment to their job does not seem to have changed.

In many workplaces, these shifts are noticed, but the wider context is missing.

Menopause, or Perimenopause, which is often the reason here, is not always recognised as part of what may be influencing how someone is showing up at work, particularly when their symptoms are subtle, varied and hard to describe.

When that context is absent, people are left navigating demanding roles without support, often at significant personal and organisational cost.

This is not a small issue. Research from the Chartered Institute of Personnel and Development shows that 73 percent of working women aged 40 to 60 experience menopausal symptoms, and two thirds say those symptoms have a mostly negative effect on their work. More than half report having needed time away from work as a result.

How menopause can affect performance at work

Menopause very rarely arrives neatly or predictably.

For many women, it unfolds very slowly alongside demanding roles, leadership responsibilities and a sustained pressure to perform at their usual high standard.

At work, this can show up in ways that are easy to misunderstand or mislabel, including:

• Difficulty concentrating or maintaining focus under pressure

• Losing words mid-sentence or struggling to articulate thoughts clearly

• Increased self-doubt in meetings and decision-making

• Reduced resilience in environments that once felt manageable

• Fatigue linked to disrupted sleep, affecting energy and emotional regulation

These experiences are not a reflection of their capability. They are often signs of physiological and neurological change interacting with the realities of modern work.

Nearly eight in ten people experiencing their menopause transition, which can last up to 10 - 14 years, are in employment during this phase of life*.

For many, they are managing their symptoms silently alongside their professional responsibilities, without the language, guidance or support to explain what is happening.

Why performance conversations often miss the mark

When menopause is not part of workplace understanding, performance conversations tend to focus on output, behaviour or confidence in isolation.

Supportive intent may still be present, but without the full picture, individuals are left interpreting feedback through a lens of personal failure rather than context. Over time, this can erode confidence and engagement. People may stop contributing in the same way, hesitate to pursue opportunities, or begin to question their future at work, even when their skills and experience remain strong.

From an organisational perspective, this is where experienced and valuable talent is most at risk.

Government research indicates that 25% of women consider leaving their roles due to a lack of menopause support at work*, yet only a minority of organisations currently have effective policies or clear pathways in place.

Awareness helps, but it rarely changes outcomes on its own

Menopause awareness sessions have become more common, which is a positive step. Awareness creates visibility and language, and that matters.

However, awareness alone does not change what happens day to day.

Without practical guidance for managers, clear routes to support, and confidence in how to respond, uncertainty remains.

Managers may worry about saying the wrong thing. HR teams may feel unsure how far to step in. Individuals still feel exposed or hesitant to ask for 'reasonable' adjustments; I mean, what does reasonable even mean?

This gap between awareness and action is where performance issues continue to surface without resolution.

The wider impact on organisations

When menopause is not properly understood or supported, the effects extend beyond the individual experience.

Organisations may see:

• Senior female leaders stepping back from progression

• Increased absence or presenteeism

• A loss of confidence in leadership capability

• Decisions to reduce hours or leave roles earlier than planned

Menopausal women represent one of the fastest-growing demographics in the workforce. Organisations that fail to respond risk losing experience, continuity and leadership capability at a time when retention matters more than ever*.

What effective support looks like in practice

Organisations that respond well recognise menopause as both a people issue and a leadership issue.

They move beyond awareness and focus on:

• Building practical confidence for managers

• Creating safe and appropriate routes for conversation

• Offering access to trusted guidance and informed support

• Embedding menopause into wellbeing, retention and leadership strategies

This approach does not lower expectations or standards. It allows people to be supported properly, so their experience and capability continue to benefit the organisation.

Why this matters now

As menopause becomes more visible in workplace conversations, organisations have an opportunity to respond with greater depth and care.

Understanding how menopause can affect performance is not about labelling or assumptions. It is about recognising what may be influencing confidence, focus and engagement, and responding in a way that reflects real working lives.

For organisations that value experience, leadership continuity and long-term contribution, this understanding matters.

Menopause does not need to derail performance or careers.

The question is whether workplaces are prepared to recognise what is happening and respond with the understanding and support that allows people to continue thriving at work.

Sources*

1. Menopause in the Workplace (CIPD) — survey findings on symptoms and impact at work. https://www.cipd.org/uk/knowledge/reports/menopause-workplace-experiences/ CIPD

2. Shattering the Silence about Menopause: 12-Month Progress Report (UK Government) — report on support measures and retention. https://www.gov.uk/government/publications/shattering-the-silence-about-menopause-12-month-progress-report/shattering-the-silence-about-menopause-12-month-progress-report GOV.UK

3. CIPD & People Management coverage — negative work impact statistics from CIPD research. https://www.peoplemanagement.co.uk/article/1839594/majority-women-menopausal-symptoms-negative-experience-work-cipd-finds People Management

4. Menopause in the Workplace Literature Review (UK Government) — evidence on menopause and work participation. https://assets.publishing.service.gov.uk/media/68775581cfc3756455bb6a99/menopause-in-the-workplace-literature-review.pdf GOV.UK