Transforming Ireland’s menopause workplace crisis into opportunity

Loretta Dignam

Founder & CEO, The Menopause Hub and Menopause Hub Academy

New research reveals menopause forces thousands of Irish women to step back from careers, as well as quit their jobs, costing businesses vital talent and expertise.

The Menopause Hub’s 2025 Menopause and Perimenopause survey of over 2,500 Irish women reveals a workplace crisis hiding in plain sight.

Menopause is driving talent loss

A staggering 32% of women have stepped back from promotional opportunities due to peri/menopause symptoms, while 29% have reduced their working hours. Perhaps most alarming, 36% have considered giving up work entirely, with 8% actually leaving their positions.

With menopausal women representing the fastest-growing demographic in the workforce, this translates to approximately 286,000 Irish women contemplating leaving or having already left their careers due to menopause-related challenges. The scale of this talent exodus should concern every employer nationally.

Performance under pressure

The workplace impact extends far beyond career decisions. An overwhelming 83% of women report that symptoms affected their work performance, while 43% missed work due to menopause-related health issues. Yet, 77% never disclosed menopause as the reason for their absence to their employer, highlighting the persistent stigma surrounding this natural life transition.

Women’s requests are
clear and achievable.

Building better workplaces

Women’s requests are clear and achievable. They want menopause policies (73%), manager and HR training (75%), accredited workplace programmes (81%) and access to menopause specialists (84%). Currently, 92% receive no menopause-related workplace support, while 51% perceive workplace stigma around menopause.

Beyond the business case, employers also face growing legislative risk, with menopause-related discrimination claims increasingly pursued under age, gender and disability legislation. Crucially, 85% of women are attracted to organisations offering perimenopause and menopause support, demonstrating the powerful recruitment and retention opportunity for forward-thinking employers.

The path forward

Data confirms that workplaces offering customised relief programmes, flexible work arrangements and destigmatising health resources report an 80% boost in staff retention, protecting irreplaceable skill capital. Over 50% of menopausal employees increase their productivity, while organisations gain major reputational lift.

The legislative landscape is rapidly evolving. On 1 July 2025, the UK Government published its Employment Rights Bill roadmap — the biggest transformation of workplace rights in decades. From 2027, UK businesses with over 250 employees must have menopause action plans, with voluntary adoption from April 2026. Similar legislation is expected to reach Ireland, giving forward-thinking organisations a crucial competitive advantage by acting now.