Menopause in the Workplace: From Hidden Cost to Competitive Advantage

Picture this: your best people,  the ones who know the business inside out,  are quietly struggling. Not with performance or drive, but with hot flushes in meetings, 3 a.m. insomnia, brain fog, and unpredictable waves of fatigue that make a Monday feel like a mountain climb.

Now imagine losing them, not to a competitor, but to silence.

In our previous article, “Menopause Is Costing Billions,” we explored how this invisible transition is draining productivity, innovation, and profit from Australian workplaces. This follow-up continues that conversation, because awareness is only half the battle. The real test lies in how businesses respond.

And here’s the opportunity: addressing menopause isn’t about political correctness or charity. It’s about performance. The companies that take menopause seriously will have healthier cultures, stronger retention, and a genuine competitive edge.

 The Shift That’s Already Happening
Across the UK, menopause has become a boardroom topic. Major employers such as Channel 4, HSBC and Tesco have introduced formal menopause policies, flexible working options and even temperature-controlled uniforms. They’ve realised that supporting women through this natural life stage is cheaper, and far more effective, than replacing them.

Here in Australia, a few forward-thinking organisations are following suit, but many still lag behind. The gap isn’t due to neglect, but tradition. Menopause was simply never part of the corporate playbook. For decades, women endured symptoms in silence, too professional to complain, too valuable to risk being seen as “less capable.” That silence has a price tag, and it’s steep.

 Why Silence Costs More Than Support
By 2030, women over 45 will make up almost a quarter of Australia’s workforce. They’re not junior employees or short-term hires; they are leaders, mentors, and specialists. Yet three in four experience symptoms that affect their performance, one in four consider leaving their jobs, and many more quietly scale back ambition and output.

Each resignation, each lost promotion, and every disengaged employee carries a cost. Replacing a single experienced worker can cost up to twice their annual salary. Multiply that across industries and you’re looking at billions in lost productivity, training, and institutional knowledge.

But beyond the economics, there’s something more subtle at play. When women don’t feel supported during menopause, confidence erodes. They stop contributing at the same level, stop speaking up, and slowly step back. Workplaces lose not just people, but perspective, and the younger women watching from below see it too.

 What a Menopause-Smart Workplace Looks Like
Building a menopause-friendly workplace doesn’t require grand gestures or sweeping reforms. It starts with recognition. A simple written policy that names menopause for what it is sends a powerful signal that it’s okay to speak up. From there, education and empathy do the rest.

When managers are trained to understand menopause symptoms: fatigue, sleep disruption, anxiety, and brain fog,  they can respond with support rather than assumptions. Flexibility is another game-changer. Allowing women to adjust start times, work remotely, or manage their energy throughout the day can transform productivity without affecting outcomes.

Small environmental tweaks also matter: adequate ventilation, breathable uniforms, access to water, or even the option for a short reset break can make an enormous difference. These are simple measures of respect, not indulgence.

And then there’s mental wellbeing. Hormonal shifts can impact concentration and emotional balance, sometimes leading to anxiety or burnout. Integrating menopause-aware counsellors or coaches into employee wellbeing programs helps women regain control, clarity, and confidence.

Most importantly, support needs to include the physical. Menopause brings changes in muscle mass, metabolism, and recovery. Generic “wellbeing challenges” won’t fix that. Women need strength-based training, proper nutrition guidance, and recovery practices tailored to their physiology. That’s where VANTA Coaching steps in — a science-backed program designed specifically to help women maintain energy, focus, and resilience through midlife.

 Culture Is the Real Policy
Policies are great, but culture is what sticks. A menopause-friendly culture starts with leadership. It means normalising conversations about health, embedding menopause into diversity and inclusion frameworks, and replacing quiet endurance with open dialogue.

This is about creating environments where women don’t feel embarrassed for needing an adjustment, where they know that saying “I didn’t sleep last night” will be met with understanding, not judgment. When that happens, engagement soars. The data is clear: inclusion drives innovation, and retention protects profit.

Menopause belongs right alongside mental health and parental leave as a pillar of workplace wellbeing. It’s not a fringe issue. It’s an inevitable stage of life for half the workforce, and the mark of a mature organisation is how it handles it.

 The Business Case for Care
Even stripped of emotion, the economics are persuasive. Retaining an experienced employee costs far less than recruiting, onboarding, and training someone new. Deloitte estimates that the replacement cost of senior staff can reach 200% of their salary. Add the ripple effect of lost knowledge and disrupted teams, and the case becomes obvious: supporting menopausal employees is not just the right thing to do, it’s the profitable thing to do.

There’s also the question of brand reputation. In a world where younger generations are choosing employers based on values, companies known for genuine care attract better talent and keep it longer. A menopause-inclusive workplace signals progress, maturity, and authenticity — qualities that no corporate slogan can fake.

 How VANTA Coaching Helps Organisations Lead the Way
VANTA Coaching works with forward-thinking employers to bring menopause out of the shadows and into the wellbeing strategy. Our Menopause in the Workplace programs combine education, physical training, nutrition, and mindset support into one practical framework that helps women perform at their best — and helps companies keep their best people.

We deliver workshops that remove stigma, train managers to have informed conversations, and equip HR teams with actionable policies and language. Beyond education, our corporate coaching programs help women rebuild strength, manage energy, and restore clarity — so they can show up at work with the same focus and confidence they’ve always had.

Clients describe the results as transformative: better communication, stronger morale, and higher retention among midlife women. What begins as a wellbeing initiative often evolves into a deeper cultural shift.

 Turning a Hidden Cost Into an Advantage
Supporting women through menopause isn’t about lowering standards or giving special treatment. It’s about creating conditions where high performance is sustainable. It’s about replacing burnout with balance, shame with support, and silence with science.

Forward-thinking companies are already seeing the benefits: lower absenteeism, higher engagement, and an enhanced reputation as an employer of choice. Menopause support isn’t just a tick box; it’s the mark of a truly modern business.

And that’s the VANTA approach — science meets humanity. By combining performance coaching, women’s health expertise, and mindset strategies, we help organisations transform menopause from a problem into a pathway for growth.

 Final Word
Menopause will touch every workplace sooner or later. The question isn’t whether it matters — it’s whether leaders are paying attention.

Supporting women through this phase is an act of both empathy and strategy. It protects capability, builds loyalty, and shapes a culture where people want to stay. Companies that understand this now will lead the next decade not only in profit but in purpose.

If your organisation is ready to turn awareness into action, VANTA Coaching can help you create a workplace where women thrive through menopause and beyond. Because when women thrive, business thrives too.