The Silent Transition: Understanding the Impact of Perimenopause and Menopause on Women in the Australian and New Zealand Workforce

Executive Summary

This white paper examines the significant impact of perimenopause and menopause on women's participation and productivity in the Australian and New Zealand workforce. Drawing on multiple studies and reports from both countries, we present a comprehensive analysis of how these natural biological transitions affect women professionally, economically, and socially.

Key findings indicate that approximately 75-83% of women experiencing perimenopause or menopause report workplace impacts, with symptoms such as concentration difficulties, fatigue, and brain fog significantly affecting productivity. Despite these challenges, only 11-70% of women feel comfortable discussing these issues with management, pointing to persistent stigma and inadequate workplace support.

The economic implications are substantial, with estimates suggesting menopause costs Australian women approximately $15 billion annually in lost earnings and superannuation. Industry-specific impacts are notable, with female-dominated sectors such as healthcare, education, and retail experiencing higher rates of reduced hours and workforce departures.

This white paper aims to inform organizational policies, leadership approaches, and national strategies to better support women during this life transition, enhancing workplace inclusivity and retaining valuable talent in the workforce.

Introduction

Menopause, typically occurring between ages 45 and 55, and perimenopause, the transitional phase preceding it which can start in women's 30s or 40s represent significant biological transitions in women's lives. With symptoms including hot flushes, sleep disturbances, mood changes, brain fog, and joint pain, these transitions can have profound effects on women's personal, social, and professional lives.

As women's workforce participation continues to increase and retirement ages rise, understanding the workplace impact of perimenopause and menopause becomes increasingly important - not only for women's wellbeing but also for organizational effectiveness and economic productivity.

This white paper aggregates findings from various Australian and New Zealand studies, providing a comprehensive overview of current research while identifying gaps requiring further investigation. While no single meta-study directly compares both countries, the combined analysis offers valuable insights for policy development and workplace adjustments.

Research Methodology

This analysis synthesizes findings from multiple studies and reports from Australia and New Zealand, including:

• Parliamentary inquiries and reports
• Industry surveys and economic analyses
• Academic research projects
• Healthcare organization publications
• Workplace case studies

The research spans from 2013 to 2024, capturing evolving understanding of these issues. While no direct meta-study comparing both countries exists, this paper identifies common patterns and noteworthy differences in research approaches and findings.

The Workplace Impact in Australia

Prevalence and Symptom Experience

Australian research consistently demonstrates significant workplace impacts from perimenopause and menopause:

• A 2021 study cited by the Australasian Menopause Society found 83% of women experiencing menopause reported being affected at work
• The Parliament of Australia's report on menopause indicates approximately 25% of menopausal women experience debilitating symptoms leading to long-term absences or early retirement
• The Women, Work and Menopause Project (2013-2014) surveying 839 women across three Australian universities found menopausal status significantly related to work engagement, job satisfaction, organizational commitment, and intention to quit

Economic Implications

The economic costs are substantial:

• Australian Institute of Superannuation Trustees (AIST) estimates menopause costs women approximately $15 billion annually in lost earnings and superannuation
• Early retirement due to menopausal symptoms can cost individual women up to $500,000 in lost salary and over $50,000 in superannuation savings
• The productivity impact extends beyond individual women to affect organizational performance and the broader economy

Workplace Communication and Support

Despite widespread impacts, workplace support remains inadequate:

• Only 70% of Australian women feel comfortable speaking with managers about menopausal symptoms
• The Jean Hailes for Women's Health and Monash University Survey (2023) of 3,500 women aged 45-64 found one in five women found it difficult to work or study due to symptoms
• The same survey reported 7% of women missed work days and 17% took extended breaks due to symptoms
• Australia's Workplace Gender Equality Agency noted only 65 employers provided paid menopause leave in 2022-23, indicating limited formalized support

The Workplace Impact in New Zealand

Prevalence and Symptom Experience

New Zealand research highlights similar challenges:

• A 2023 Global Women and ANZ Bank Survey found three-quarters of New Zealand women experiencing menopause reported negative impacts on their work
• One in four women felt their work ability was halved due to menopausal symptoms
• Concentration loss and brain fog were identified as particularly problematic symptoms in workplace settings
• The University of Auckland resources suggest approximately 16% of female staff aged 51-65 may be significantly affected by menopause

Industry-Specific Impacts

New Zealand research uniquely highlights industry variations:

• The New Zealand Institute for Economic Research (NZIER) 2023 report found impacts vary significantly by industry
• Female-dominated sectors including healthcare, education, retail, and hospitality show higher rates of women reducing hours or leaving positions due to menopausal symptoms
• These sectors appear less able to provide necessary workplace adjustments to accommodate symptoms
• This pattern suggests structural workplace factors may exacerbate the impact of menopausal symptoms

Workplace Communication and Support

Communication challenges appear even more pronounced in New Zealand:

• Only 11% of New Zealand women had discussed menopausal symptoms with their manager
• The NZIER report emphasized workplace conditions as key determinants of women's continued economic participation
• The research highlights opportunities for simple workplace adjustments (temperature control, flexible scheduling) to significantly improve women's ability to manage symptoms while maintaining productivity

Comparative Analysis: Australia and New Zealand

While direct comparative studies are limited, several patterns emerge:

Similarities

• Both countries report high prevalence of workplace impact (Australia: 83%, New Zealand: 75%)
• Both identify significant communication barriers and stigma
• Both note substantial economic implications for affected women
• Both highlight opportunities for workplace policy improvements

Differences

• Australian research tends to focus more on economic costs and retirement implications
• New Zealand research emphasizes industry-specific impacts and workplace adjustments
• Australian studies are generally larger and more academic in nature
• New Zealand studies are more recent and often industry-focused
• Australian research quantifies national economic impact ($15 billion annually), while New Zealand research focuses more on specific workplace conditions

Unexpected Findings

Several unexpected details emerged from this analysis:

• The variation in impact by industry sector, particularly in female-dominated industries
• The significant economic cost to Australia ($15 billion annually), quantifying what was previously mostly anecdotal
• The stark contrast in willingness to discuss symptoms with management between countries (70% in Australia versus 11% in New Zealand)
• Recent research challenging some exaggerated claims about job departures due to menopause, providing more nuanced understanding

Recommendations for Employers and Policymakers

Based on the evidence presented, we propose several recommendations:

For Employers

1. Develop comprehensive menopause policies that normalize discussion and provide clear accommodation pathways
2. Train managers and HR professionals to understand menopause-related challenges and appropriate responses
3. Implement flexible working arrangements such as adjusted hours, temperature control, and private rest areas
4. Establish support networks for affected employees to share experiences and strategies
5. Consider menopause leave policies already pioneered by some Australian employers

For Policymakers

1. Commission comparative research directly comparing Australia and New Zealand experiences to identify best practices
2. Develop national workplace guidelines for supporting menopausal women
3. Expand economic impact analysis to better understand industry-specific costs and implications
4. Consider retirement savings protection for women whose careers are interrupted by menopausal symptoms
5. Launch public awareness campaigns to reduce stigma and increase understanding

Conclusion

The impact of perimenopause and menopause on women in the Australian and New Zealand workforce is substantial, affecting productivity, career progression, and economic security. While no comprehensive meta-study directly compares both countries, the evidence clearly indicates significant workplace challenges that demand attention from employers, policymakers, and society at large.

The economic cost alone—estimated at $15 billion annually in Australia—justifies increased attention to this issue. However, the human impact on careers, wellbeing, and potential cannot be measured solely in financial terms.

With women's workforce participation continuing to rise and retirement ages extending, addressing the impact of menopause in the workplace becomes increasingly crucial for maintaining productivity, supporting gender equality, and ensuring women's full economic participation throughout their careers.

While this white paper synthesizes current research, it also highlights the need for more comprehensive, comparative studies to better understand and address these challenges across both countries.

References

1. Australasian Menopause Society. (2021). Menopause and the workplace [Fact sheet].
2. Parliament of Australia. (2024). Chapter 3 - Impact on work and the economic consequences of menopause.
3. Women, Work and the Menopause Project. (2014). Australasian Menopause Society study.
4. ANZ Bank. (2023). Quarter of Kiwi women say menopause symptoms halve work efficiency [News release].
5. New Zealand Institute for Economic Research. (2023). The silent transition: Understanding the impacts of menopause in New Zealand workplaces.
6. Jean Hailes for Women's Health. (2023). The impact of symptoms attributed to menopause [Survey report].
7. Australian Institute of Superannuation Trustees. (2023). 2023-24 Pre-Budget Submission on menopause economic impact.
8. University of Auckland. (2023). Menopause and the workplace [Resources].
9. Global Women and ANZ Bank. (2023). Survey of menopausal impact on women in work.
10. Workplace Gender Equality Agency. (2023). Annual report on menopause leave provisions.