Workplace policies designed to support women experiencing perimenopause and menopause have gained traction internationally, but some experts warn such measures may not be grounded in robust evidence and could have unintended consequences.

In Australia, there are currently no federal laws mandating menopause-specific workplace policies or leave. However, a recent Senate inquiry recommended that businesses consider implementing supportive frameworks for women in midlife. Public and commercial interest in menopause-friendly workplaces has grown, with some organizations even seeking certification for policies that accommodate menopausal employees. Similarly, the United Kingdom will require companies with over 250 employees to develop menopause strategies, including designated workplace champions and menopause leave, starting next year. The aim is to help women remain engaged in the workforce longer.

Despite this momentum, Professor Susan Davis, head of Monash University’s Women’s Health Research Program and a former president of both the Australasian and International Menopause Societies, has expressed significant reservations about such policies. Drawing on preliminary findings from the Australian Women’s Midlife Years Study—a nationally representative survey of more than 8,000 women aged 40 to 69—Professor Davis suggests that perimenopause and menopause may have less impact on workforce participation than commonly assumed.

Presented recently at the World Congress on Menopause in Brazil, the study indicates that while symptoms like severe hot flashes and night sweats can affect work performance, other factors such as concurrent illnesses, depression, financial insecurity, and job dissatisfaction exert a stronger influence on women’s decisions regarding employment. The data, which is yet to undergo peer review, challenges the notion that menopause alone drives women to leave their jobs in large numbers.

Professor Davis cautions against framing menopause as the predominant cause of workplace challenges for midlife women. She argues this perspective risks overshadowing broader health and social pressures that women face at this stage of life. “Midlife women are under a lot of psychosocial and financial pressure and then menopause comes along and that’s just one more thing they have to deal with,” she said. Highlighting the need for a more holistic approach, Professor Davis emphasized the importance of addressing overall career satisfaction and support rather than focusing exclusively on menopause-related issues.

While acknowledging the positive intent behind Britain’s legal requirements, Professor Davis questioned whether mandatory menopause policies might inadvertently contribute to workplace discrimination or reinforce stereotypes. “It’s premature because it’s based on anecdotal information, not sound evidence,” she said, referring to reports suggesting widespread workforce exits linked to menopause. According to her data, Australian women are, in fact, participating in the workforce longer than in previous decades.

Professor Davis concluded that menopause and midlife health concerns should primarily be managed within the healthcare system, with employment policies reflecting the complex realities facing women rather than singularly targeting menopausal status. Her research calls for a balanced, evidence-based conversation to ensure workplace interventions effectively support the diverse experiences of women navigating midlife.