From Taboo to Standard: What Mental Health in the Workplace Can Teach Us About Menopause

Not long ago, mental health was a conversation that lived in the shadows of the workplace. Talking about stress, anxiety, or burnout was often seen as a sign of weakness. Employees suffered in silence, and employers, if they addressed it at all, did so reactively, not proactively. Fast forward just a few years, and the shift has been remarkable. Today, mental health support is not just accepted, it’s expected. From employee assistance programs and mental health days to on-site counselors and mindfulness tools, organizations now consider mental health a key pillar of their employee well-being strategy.

This transformation didn’t happen overnight. It took years of advocacy, research, leadership buy-in, and, most importantly, a cultural shift. Leaders began to acknowledge that mental health is health, full stop. And as stigma decreased, support systems increased.

Now, we’re standing at the beginning of a similar movement. One that centers around menopause.

Menopause, much like mental health once was, has long been overlooked and misunderstood in the workplace. It’s rarely named in policies, rarely acknowledged in training, and rarely accommodated in benefits packages. But here’s the thing: menopause isn't a niche. It affects more than half the workforce over the course of their careers. And the symptoms, hot flashes, fatigue, anxiety, brain fog, depression, sleep disturbances, can have a very real impact on performance, confidence, and career trajectory.

The collision of menopause and mental health is not a coincidence. It’s a wake-up call. Studies show that during the menopause transition, individuals are more vulnerable to mental health challenges, including heightened anxiety and depression. Yet, many workplaces that would never dream of ignoring mental health still fail to recognize menopause as part of that equation.

So what can we learn from the evolution of mental health at work?

1. Start the conversation. It took visible leaders, brave employees, and trusted voices to normalize mental health. Menopause needs the same treatment. When we name it, we remove the stigma. When we normalize it, we create space for support.

2. Build it into your culture. Just as mental health was integrated into policies, training, and communication strategies, menopause support must be built into the fabric of the workplace, from inclusive language in benefits materials to leadership development and manager education.

3. Offer real support. Mental health benefits today go far beyond the basics. Similarly, menopause support can be more than just a line item. Flexible schedules, access to trained health professionals, peer support groups, and menopause-aware policies all play a role.

4. Listen and adapt. Just as many organizations use employee feedback to evolve their mental health offerings, employers must listen to those experiencing menopause and co-create solutions that work for their unique environments.

This isn’t just about doing the right thing, though that should be reason enough. It’s also about retention, productivity, and employee loyalty. As we’ve seen with mental health, when people feel supported, they stay, they grow, and they thrive.

Let’s learn from the path we’ve already paved. If we could shift the narrative on mental health, we can do the same for menopause. The future of workplace well-being is inclusive of every stage of life… including menopause.