A new resource aimed at improving workplace support for women experiencing perimenopause and menopause has been launched in Singapore, addressing a growing recognition of the condition's impact on employees and employers alike. The Menopause Care Playbook: Creating A Supportive & Inclusive Workplace, released on September 15, provides practical guidance to help both employers and women navigate menopause-related challenges in professional settings.

Menopause, defined as 12 consecutive months without a menstrual period, typically occurs for women between the ages of 45 and 55—an age range that often corresponds with career peaks. The preceding phase, perimenopause, can last up to a decade and is marked by various symptoms such as joint pain, sleep disturbances, and both physical and mental fatigue. These symptoms frequently interfere with job performance and quality of life.

The 44-page playbook, which is free to download, offers evidence-based information on menopause and related resources available in Singapore. It also includes practical advice for managers on recognizing symptoms and initiating supportive conversations. Recognizing that many small and medium-sized enterprises lack dedicated human resource teams or well-being programs, the guide presents tailored suggestions for such organisations along with case studies highlighting effective employer initiatives.

This launch coincides with a global shift toward acknowledging menopause as an economic and workplace issue. Earlier this month, the International Organization for Standardization introduced ISO 45001 – Occupational Health and Safety Management – Menstruation and Menopause in the Workplace – Guidance, the first international standard offering guidance on supporting employees experiencing menstruation and menopause.

The Singapore playbook builds upon a 2025 study conducted by the National University of Singapore’s Bia-Echo Asia Centre for Reproductive Longevity and Equality (ACRLE), in collaboration with health technology startup HeyVenus Integrated Healthcare. Surveying 1,741 working women aged 20 to 60 across Singapore, Vietnam, Australia, Japan, and Indonesia, the research underscored menopause as a workplace and economic concern rather than solely a health issue. Notably, nearly 75% of Singaporean women aged 45 and above reported experiencing two or more menopause symptoms that negatively affected their work.

Given the lack of formal menopause policies at most companies, ACRLE and HeyVenus established a Cross-Sector Menopause Taskforce comprising public and private health organisations, NGOs, and corporations aiming to raise awareness and foster inclusion throughout Singapore and the Asia-Pacific region.

The survey further revealed that only about 21% of women turn to their workplace for menopause information, with the majority relying on the internet, family, friends, or medical professionals. Employees expressed a desire for employer-supported health coverage for menopause treatments, normalization of conversations about menopause, and flexible working arrangements. Despite this, nearly a third of participants were unaware of local menopause-focused clinics, and almost half were either skeptical or uncertain about the benefits of menopause hormone treatment.

Experts emphasize the importance of workplace support. Huang Zhongwen, deputy director of ACRLE, highlighted that menopause significantly affects women’s health, careers, and relationships, framing it as a societal and economic issue beyond biological changes.

The playbook also illustrates how organisations with limited resources can make meaningful progress. Singapore College of Insurance (SCI), a small training provider with a predominantly female workforce, partnered with HeyVenus to launch a menopause-support program in April. The initiative offers digital midlife health resources, gender-specific screenings, and well-being sessions, with strict privacy protections and voluntary participation. More than a third of eligible employees engaged with the program within its first quarter.

SCI’s chief executive, Shalini Pavithran, noted that common issues like sleep disruption emerged from employee feedback, providing insights to inform future human resource policies. She pointed out that smaller organisations might benefit from more agile decision-making, allowing them to implement supportive measures without large budgets.

For employees such as Sabariah Aris, a 47-year-old department head at a non-profit, workplace understanding has been crucial. Experiencing brain fog, fatigue, and low energy in 2025, she struggled to maintain her usual performance and felt anxious about perceived declines. Her employer’s compassionate culture allowed her to disclose her symptoms and request flexible work arrangements without stigma. This accommodation enabled her to manage her condition while continuing to meet performance expectations.

Sabariah emphasized the complementary role of line managers and human resources in supporting women through menopause. Managers can offer initial support when symptoms interfere with daily tasks, while HR departments are responsible for fostering awareness, training, and ensuring access to flexible work options.

She underscored that fostering menopause-friendly workplaces is not about reducing standards but about creating environments where women can continue to contribute fully. Encouraging open communication and providing appropriate flexibility, she said, are key to enabling women to perform at their best during the perimenopause transition.