Living with menopause symptoms can make the workday harder to manage.

In a ThisIsMenopause survey of more than 2,000 women who are going through perimenopause or are postmenopausal, respondents shared their firsthand experiences of how menopause affects their professional life. Most, about 76 percent, said perimenopause had disrupted their work in some way.

Many said they don’t plan to talk to their employer about their symptoms. Others described practical tips (like taking breaks or adjusting the temperature) and deeper fears about judgment, stigma, and career consequences.

Here’s a look at their responses, plus guidance on what might help.

1. You May Feel Pressure To ‘Push Through’ Instead of Asking for Support

A common theme wasn’t just menopause symptoms; it was the expectation that you should handle them quietly. Several respondents described a mindset of getting through it on their own, even when they were struggling.

As one woman put it: “It feels too personal. I feel like I would be complaining about something that all women deal with, so I should just suck it up.”

What Women Are Saying About Pushing Through

“I’m not a complainer.”

“No plans to speak about my challenges. I will get through it.”

“I am an adult who can handle this without my employer’s input.”

What Might Help

It can help to treat this as a workplace issue with a workplace fix. Instead of feeling like you have to disclose menopause, consider starting with one specific adjustment that would make the workday more manageable — like a desk fan or better ventilation, more frequent breaks, or flexible scheduling (including hybrid/remote work when possible). These kinds of practical accommodations are specifically recommended in workplace guidance on menopause support.

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🗳️ Have you asked your employer for support or accommodations for menopause symptoms?

Yes, and I was satisfied with the outcome.

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No, but I plan to.

No, and I don’t plan to.

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2. Hot Flashes Can Make the Work Environment Tougher

Temperature control is one of the clearest ways menopause can collide with the workplace. In some jobs, you can adjust your space or work attire. In others, you can’t, and the symptoms can feel harder to ignore.

“I worked in a bakery, which made the hot flashes even worse.”

— A ThisIsMenopause survey respondent

One respondent described wanting a fan in their office for hot flashes. Their concern: “I don't know if it will be allowed.”

Another highlighted how certain environments can heighten symptoms: “I worked in a bakery, which made the hot flashes even worse.”

What Might Help

You might find it helpful to ask for a practical change that doesn’t require a long explanation — like permission for a desk fan, moving your workspace closer to airflow, access to cold water, or the ability to step out briefly to cool down. Workplace guidance from the Society for Women’s Health Research specifically highlights access to cold water or cooling devices, as well as flexible uniforms or adapted dress codes, as examples of menopause-friendly accommodations.

Hormonal and nonhormonal treatments are available to help ease hot flash symptoms. Ask your doctor about the best options for you.

3. You Might Need More Breaks or Time Off Work

Breaks can be a sensitive topic at work. Menopause can bring moments where you need to step away, cool down, or use the restroom more often. It can be stressful to anticipate how that will be received.

“I think that employers should understand that women need more breaks because of the problems associated with menopause,” said one respondent.

Some respondents described specific needs, like extra bathroom breaks or stepping away for relief during hot flashes.

“Employers should understand that women need more breaks because of the problems associated with menopause.”

— A ThisIsMenopause survey respondent

But sometimes a quick reset isn’t enough. If symptoms come in waves or pile up (for example, a night of severe sleep disruption followed by intense hot flashes, dizziness, migraine attacks, heavy bleeding, or mood symptoms), you may not be able to safely or effectively work that day. You may need time off to recover.

What Might Help

It may help to connect breaks (or brief time away) to staying effective: a two-minute reset can prevent an hour of discomfort or distraction. If you don’t want to share details, you can still ask about general flexibility for health needs — whether that’s more frequent short breaks, the option to step out to cool down, or using sick time when symptoms make it hard to function.

4. Changes in Thinking Can Affect Confidence and Performance

Cognitive symptoms, such as difficulty with thinking or memory, can be hard to explain, especially in jobs that demand speed, multitasking, or learning new information. A few respondents named the fear underneath it: not being seen as capable.

One woman worried about her employers’ views and “losing credibility with them due to cognitive issues.”

Another explained how this can hit hardest when you’re taking on a new role: “I’m relatively new and am still learning my job. Sometimes, I think the mental issues affect my learning.”

What Might Help

You might find it helpful to add support that reduces mental load. Try writing things down, using reminder notifications on your phone or computer, asking for instructions in writing, or breaking tasks into smaller steps. If brain fog or memory issues feel new or worsening, consider talking with your healthcare provider about what you’re noticing.

“I feel like I would be complaining about something that all women deal with, so I should just suck it up.”

— A ThisIsMenopause survey respondent

5. Fear of Judgment or Job Loss Keeps Some Women Silent

For many women, the biggest work-related issue isn’t the symptoms. It’s whether to say anything at all. In the survey responses, plenty of women said they chose not to talk about menopause at work because it felt too personal or uncomfortable.

One woman put it plainly: “It is none of their business.” Another said, “It’s just too embarrassing to talk about.”

Even when women could use support at work, many worried that bringing it up would change how they’re seen. Some feared being dismissed or judged as unreliable: “They will think I am making excuses,” one respondent wrote.

Another worried leadership might interpret symptoms as incompetence: “They might consider me incapable of doing my job.”

For some, the anxiety went beyond awkwardness and into real career stakes, like being replaced or penalized. One woman said, “My employer would not understand, and they might just find someone younger to do my job.”

“My employer would not understand, and they might just find someone younger to do my job.”

— A ThisIsMenopause survey respondent

What Might Help

If you’re considering whether to say something, it may help to remember disclosure isn’t all or nothing. You can share only what’s needed to request a specific change (like temperature control, flexibility, or brief breaks) without naming menopause. Keeping the conversation focused on function — what helps you do your job well — can feel safer.

If you’re worried about retaliation or job security, consider starting with HR, an employee assistance program (EAP), or a formal accommodations pathway (if available). The Society for Women’s Health Research emphasizes creating nonjudgmental HR-supported conversations and notes employees should control if and how discussions involve others.