Silence around menopause leaves working women isolated, experts warn

For many working women, menopause is often treated as a private health matter or something that should be endured quietly. But as Shana Prinsloo sees it, that silence is part of the problem.

"Silence around menopause leaves so many women feeling really isolated and unsupported and chronically misunderstood," said Prinsloo, director of clinical services at GreenShield. “Prioritizing open conversations and making sure that we're having more research on menopause is essential.”

Prinsloo underscored that every woman’s experience with menopause is different and that this individuality must be recognized when considering support strategies, notably as “no two women are going to experience things the same way,” she said, stressing that assumptions or one-size-fits-all approaches are inadequate.

While hot flashes are commonly recognized, Prinsloo noted that other symptoms - like brain fog and shifts in cognitive functioning - can be equally disruptive, often leaving women feeling like they’ve lost control. These changes, she explained, can intensify existing mental health conditions.

As a registered clinical psychologist, Prinsloo also sees firsthand how this silence takes a toll on emotional well-being.  

“Menopause and the change in hormones exacerbate existing mental health symptoms, such as your depression, your anxiety symptoms,” she said.

The problem, according to Prinsloo, is that both women and healthcare providers are often unprepared. She called for broader education and information-sharing to close the knowledge gap. Breaking that silence, she argued, starts with open dialogue and increased research.

Her comments come as GreenShield released recent findings that found over 50 per cent of Canadian women feel unprepared for menopause, with nearly 60 per cent who are unaware that symptoms like anxiety, depression, and memory issues are linked to this transition.

Sandra Heller, general manager at Astellas Pharma Canada, underscored that while mental health is undeniably linked to menopause, her primary focus has been on how employers can “better support women going through this very natural stage of life feel a lot more supported within their work environment,” she said.

At Astellas Canada, where women make up 64 per cent of the workforce, and 61 per cent of those women over the age of 45, Heller emphasized that menopause is not a niche concern, but one that affects a substantial segment of the workforce. That recognition has driven the company to look more closely at the impact of menopause over the past few years.

Additional recent findings from Astella Pharma also found that nearly 1 in 12 women with lived experience of menopause feel they've been discriminated against in their careers due to menopause. Moreover, over a third experience some form of negative impact, from reduced productivity to fear of telling colleagues.

Prinsloo argued that much of the discrimination women face around menopause in the workplace stems from a fundamental lack of education and awareness, pointing out that symptoms like brain fog, anxiety, and mood swings are often misunderstood or dismissed especially in organizations where leaders have no training in hormonal health.

This gap in understanding, she warned, leads to unfair assumptions about women’s capabilities.

“This can lead to women being unfairly judged as less competent or less committed despite actually being at the peak of their careers,” she said.

To address this, Prinsloo stressed the need for employers to treat menopause as a legitimate health transition and not a personal issue to be managed in silence. That includes implementing inclusive policies, providing hormonal health benefits, and fostering psychologically safe environments where employees feel comfortable speaking up.

Heller also emphasized that education remains the foundation for any effective workplace response to menopause.

"The more that we can end up having conversations about it, the more that we can end up fostering menopause-inclusive environments," she said.

Beyond awareness, though, Heller pointed to three practical areas where employers can take immediate action. First, she advocated for in-office accommodations to support women experiencing symptoms, particularly the 1 in 4 dealing with severe ones.

Next, she stressed the importance of comprehensive health and benefits coverage tailored to menopausal needs. Lastly, she urged companies to consider flexible work hours, noting that symptoms like disrupted sleep and fatigue can severely impact productivity and well-being.

Prinsloo called on employers to move beyond surface-level awareness and start implementing structural changes that directly support women experiencing menopause.

“Right off the bat, employers need menopause inclusive policies,” she said, adding that this includes flexible work arrangements, open conversations, and expanded health coverage.

She highlighted the importance of benefits that go beyond the basics, such as access to hormonal health programs and mental health supports tailored to this life stage.

“A robust EAP program that allows women to speak with mental health professionals who are also trained and knowledgeable on how menopause and hormonal changes can impact their overall functioning is essential,” she said.

Heller also agreed with Prinsloo, who called for simple, concrete accommodations, many of which are already standard practice for other health conditions. From allowing later start times to repositioning desks near air conditioning units, she explained that “very small things can make a really big change in someone’s work environment.”

Prinsloo also underscored practical workplace adjustments like hybrid work options, temperature control in offices, breathable uniforms, and designated quiet spaces as key supports. These accommodations, she noted, give women the flexibility to manage severe symptoms without compromising their ability to work.

As for what’s currently working, Prinsloo pointed to companies that are treating menopause as a legitimate workplace issue, offering manager training and built-in flexibility. But she also criticized the common pitfalls like token awareness campaigns with no follow-through, policies that exist only on paper, and lingering stigma that keeps employees from using the resources available.

Ultimately, Prinsloo stressed the need for integrated care that addresses both the physical and mental toll of menopause.

“There’s no physical health without mental health and vice versa,” she said, emphasizing that holistic support is key to meeting women’s needs during this life stage.