Menopause is a natural biological transition that marks the end of reproductive life. It affects anyone born with ovaries and typically occurs in midlife, most commonly between the ages of 45 and 55, although it can happen much earlier.

At its core, menopause is driven by changes in ovarian function and hormone production. 

Anyone born with ovaries is born with a finite number of eggs. From puberty onwards, that supply gradually declines. As the number of eggs reduces, ovulation becomes less predictable and hormone levels, particularly oestrogen and progesterone, begin to fluctuate. Over time, this hormonal feedback system slows and eventually stops.

When ovulation ceases entirely, menstrual periods stop and fertility ends. Once menopause has occurred, the body no longer produces eggs, and menstrual cycles do not return.

Menopause is officially diagnosed retrospectively, after twelve consecutive months without a menstrual period. In the UK, the average age of menopause is 51.

Despite being a universal life stage, menopause has historically been poorly understood and often avoided in both personal and professional settings. This lack of understanding has real consequences.

Many women, and others born with ovaries, enter midlife unaware of what is happening in their bodies and minds. At the same time, organisations frequently misinterpret menopausal symptoms as performance, confidence or capability issues, rather than recognising them as part of a health-related transition.

Understanding menopause matters, not only for individuals navigating it, but also for organisations seeking to retain experienced, capable women in senior and leadership roles.

Menopause as a Life and Career Transition

Menopause is often discussed purely in terms of symptoms.

While symptoms are real and can be challenging, menopause is also a broader transition that can affect identity, confidence, energy, focus and decision making.

For many professionals, this stage coincides with increased responsibility at work, leadership roles, caring responsibilities and significant life pressures. Without awareness and appropriate support, the impact of menopause can be misunderstood or minimised, leading women to question themselves or consider stepping back from roles they are well equipped to hold.

When understood and supported effectively, menopause can also be a period of reassessment. Many women reflect on boundaries, priorities and sustainability, both personally and professionally. With the right information and support, this stage can become one of clarity rather than loss.

The Stages of Menopause

Menopause is not a single moment in time. It is a process that unfolds over several years and is commonly described in three stages.

Perimenopause

Perimenopause is the transitional phase leading up to menopause. It often begins in a woman’s forties, but for some, it can start earlier, including in the mid-thirties or before. This early onset is still not recognised early enough by many women or healthcare professionals.

During perimenopause, hormone levels fluctuate rather than decline in a straight line. Oestrogen can rise and fall unpredictably, which is why symptoms can appear inconsistent or confusing. Periods may become irregular, heavier or lighter, and a wide range of physical, cognitive and emotional symptoms can emerge.

Cognitive and emotional changes are often among the earliest signs of perimenopause. But because these symptoms are less well understood, many women do not initially connect them to hormonal change, often only recognising perimenopause once periods change or physical symptoms such as hot flushes appear.

This is the stage many women are experiencing when they say they are “going through menopause”, even though they have not yet reached menopause itself.

The average length of perimenopause is often quoted as three to four years, but for many women it lasts much longer. Some experience symptoms for ten years or more. Every experience is individual, and comparison is rarely helpful.

Menopause

Menopause is a retrospective diagnosis. It is confirmed once a woman has gone twelve consecutive months without a menstrual period, without another medical explanation.

At this point, the ovaries have stopped releasing eggs and hormone production has reduced significantly.

Menopause itself is not a phase that lasts for years. It is a single point in time, lasting only one day. The day after the twelve-month mark, a woman is considered post-menopausal.

In practice, once perimenopause has begun, a woman is either perimenopausal or post menopausal for the remainder of her life.

Post Menopause

Post menopause refers to the stage after menopause. Hormone levels stabilise at a lower level, although this does not mean symptoms automatically disappear.

For some individuals, symptoms ease over time. For others, symptoms can continue and may require ongoing management and support.

Once an individual reaches post-menopause, they will remain post-menopausal for the rest of their life. This is why understanding and addressing menopause is not a short-term issue, but a long-term consideration for both health and work.

Why This Matters for Organisations

Menopause is not only a personal health transition. It is a workplace issue.

Many of the symptoms associated with perimenopause and post-menopause can affect confidence, memory, sleep, emotional regulation and energy. 

In professional environments, these changes are often misinterpreted or unspoken.

Individuals may mask symptoms, avoid asking for support, or internalise what they are experiencing as personal failure rather than recognising it as a physiological shift.

Organisations that understand menopause and create informed, supportive cultures are better positioned to retain experienced individuals, particularly women in midlife and senior roles, reduce unnecessary attrition, and support sustainable performance across midlife and beyond.

Awareness is the starting point. Practical support and thoughtful leadership are what make the difference.