In a powerful Guardian iarticle, founder of Wednesday Online and feminist writer Nilanjana Bhowmick puts a name to what millions of working women experience in silence: menopenalisation.
It’s more than just menopause. It’s a pattern of ageism and sexism that sidelines women during one of the most pivotal phases of their careers.
“The menopause penalty”, as the article outlines, refers to the deep and often invisible disadvantages women face at work due to menopause-related symptoms, workplace stigma, and societal bias.
What Is the Menopause Penalty?
The menopause penalty captures the ways workplaces fail to support—and often actively marginalize—women navigating menopause. This can look like:
- Dismissive attitudes toward symptoms like fatigue, brain fog, anxiety, or hot flashes
- Assumptions that menopausal women are “past their prime”
- A lack of medical leave, wellness benefits, or flexible options for managing physical and emotional health
Bhowmick’s reporting reveals how many women in India are pushed out of their jobs, passed over for leadership, or made to feel invisible just when they should be rising into their most powerful years.
The Role of Ageism at Work
Ageism plays a huge role in menopausalisation.
Older women are often perceived as less innovative, less adaptable, or less tech-savvy. Meanwhile, the experience, emotional intelligence, and leadership they bring are undervalued—if not erased entirely.
This double bind—of being “too female” and “too old”—pushes talented women to the margins of their industries.
Real Challenges of Menopause at Work
- Symptoms: Mood swings, sleep disruption, cognitive fog, and physical discomfort can all affect work performance—but most women suffer in silence.
- Stigma: Talking openly about menopause is still taboo in many workplaces.
- Lack of Policy: Few companies offer formal support, such as leave for menopause-related health issues, flexible schedules, or wellness programs.
Why Menopause Support at Work Matters
- Women over 50 are one of the fastest-growing segments of the workforce.
- They bring decades of expertise, leadership, and mentorship.
- When we support them, we create workplaces that are inclusive, fair, and future-facing.
What Can Workplaces Do?
Inspired by solutions proposed in Bhowmick’s piece and broader advocacy, here’s what companies can do to end the menopause penalty:
- Normalize the Conversation: Host awareness sessions, include menopause in DEI conversations.
- Flexible Work Options: Allow hybrid models, flexible hours, and medical accommodations.
- Wellness & Health Resources: Offer access to therapy, gynecological care, and menopause-specific support.
- Policy Reforms: Create official guidelines for menopause leave, just like maternity or mental health leave.
Moving Forward
It’s time to dismantle the menopause penalty.
Because growing older should be a strength—not a sentence.
