Menopause at Work: Support Your Gen X-Factor, or Face Your Gen-Xodus
In the lead-up to an upcoming Menopause at Work series, I’ve been digging more deeply into how our systems are failing some of our most vital female leaders through a normal stage of life.
This generation of women are not going quietly.
An inflection point is happening in workplaces around the world.
Gen X women, now around 46–61 years age, are moving through perimenopause, menopause and postmenopause en masse, and are refusing to accept the shame and stigma of times past.
Think homegrown advocate Johanna Wicks, who played a significant role in building momentum for the Australian Senate inquiry into Issues Related to Menopause and Perimenopause.
Or the global “Menoposse”, a coalition of clinicians, advocates and thought leaders, many of them Gen X, who are rewriting the menopause narrative.
These women aren’t seeking sympathy. They’re calling out ineffective, outdated workplace norms and demanding smart business decisions. They’re ready to fight for change, for themselves, future generations, and on behalf of all the women who have endured decades of marginalisation in the workforce.
And if you’re not up to scratch, they may walk.
What gives this generation of women the X-factor to push forward long-awaited change? And what can businesses do to prevent a “Gen-Xodus”?
How we’ve missed the mark on menopause
For too long, menopause has lived in HR’s “too hard basket” - minimised, misunderstood and deprioritised.
A 2023 National Women’s Health Survey found that:
80% fear co-workers wouldn’t understand if they needed menopause-related leave.
70% of women believe employers may use menopause as an excuse for discrimination.
Women haven’t simply been “suffering in silence”.
The Anti-Discrimination NSW submission warned that discrimination was likely being underreported because of limited awareness, unclear legal protections and women’s reluctance to disclose personal health information.
Many have been making private adjustments: reducing hours, taking leave, stepping back from advancement, or leaving work altogether.
The former Australian Institute of Superannuation Trustees estimates that early retirement associated with menopause could cost Australian women $15.2 billion in foregone income and superannuation annually. The Senate inquiry subsequently called for better research into the economic impact.
The Australian Public Service Commission reports that around 20% of people going through menopause experience symptoms severe enough to interfere with daily life. In the workplace, the consequences can include absence, reduced participation, disrupted career progression, stigma and decisions to leave the workforce.
This is clearly more than a health challenge; it is also a business risk—one that too many businesses have responded to with punitive measures imposed on their people, or by turning a blind eye, rather than accommodating this normal stage of life.
The Benefits of Supporting Generation “X-Factor”
Beyond duty-of-care, supporting this cohort of women enables businesses to benefit from the “X-Factor” of their unique traits.
These women have already navigated decades of workplace change. Many grew up as “latchkey” kids, building independence early. They’ve led through analogue-to-digital transformation, economic instability and evolving social expectations. They’re pragmatic, scrappy problem-solvers with a track record of making things work, and they’re unafraid of winging it through constant disruption.
This is not a marginal group. Australian women aged 45–54 had a labour-force participation rate of 82% in 2024. For women aged 55–64, it was 64.5%. They are a substantial, experienced part of the workforce packing power in numbers and in determination.
In a world calling for bold leadership, transformation and constant adaptation, Gen X women bring precisely the capabilities organisations say they need.
What if we saw menopause not as a problem to manage, but an opportunity to support some of our most talented, experienced female leaders?
The ROI of getting it right
1) Productivity: Stop the slump before it starts
Without support, menopause symptoms can lead to absenteeism, disengagement, and impaired performance. A Chapman Institute study found that every $1 invested in wellbeing initiatives returns $5.81 in productivity.
2) Retention: Keep top talent where it belongs
Replacing an experienced employee carries recruitment, onboarding and productivity costs. You also risk losing something much harder to replace: judgement built over years, trusted relationships, and knowledge of how the organisation actually works.
Support through all life stages keeps senior talent engaged and contributing for longer.
3) Leadership pipeline: Protect institutional knowledge
Women in the age groups most commonly associated with the menopause transition remain highly active in Australia’s workforce. Many hold key strategic and leadership roles. Losing these women means losing adaptable leaders, decision-makers, mentors and decades of expertise.
4) Competitive advantage: Go beyond the benchmark
Policy conversations are making progress:
The 2024 Senate inquiry encouraged workplaces to develop perimenopause and menopause policies in consultation with employees.
In 2025, the Australian Government issued guidance across the Australian Public Service.
In 2026, it launched national workplace information covering manager education, flexible arrangements, medical appointments, quiet spaces, temperature control and other practical adjustments.
While the conversations are happening, the real test is whether employers turn awareness into everyday practice. There is still opportunity to get on the front foot and experiment, refine, and implement sensible support strategies which will strengthen retention and attract high-performing women.
Transformation is messy - and that’s okay
Change doesn’t have to be perfect to be powerful. Smart organisations will experiment, engage their teams in shaping solutions, and build support around what people actually need.
A shift in mindset and culture matters most:
From risk to opportunity: Recognise that menopause support is an investment in your people.
From rigidity to flexibility: High performance is about adaptability and making the best use of the capability available, not clinging to rigid definitions of what work should look like.
From top-down control to collaboration: Employees know what helps them work well. Leaders need to listen.
Start with evidence-based strategies:
Normalise informed conversations about perimenopause and menopause, without pressuring anyone to disclose personal information.
Offer flexible work options, additional breaks and temperature-friendly environments.
Train managers to handle sensitive conversations with confidence, privacy and respect.
Review existing leave, flexibility, uniform and workplace-adjustment policies so employees know what is already available.
Work with each employee individually. Menopause is not one standard experience requiring one standard solution.
Provide reliable health information, peer networks and access to appropriate support.
A word of warning: be careful not to replace one stereotype with another. Not every woman experiences the same symptoms. Not every midlife performance issue is related to menopause. Support should expand choices and open conversations, not create assumptions about capability or circumstance.
This is about more than menopause
Gen X women are done with silence. They’re standing firm, calling for intelligent, human-centred workplace design, and they have the numbers, experience and influence to make change happen.
Policies and toolkits are useful. But culture is revealed in the moments someone says, “I’m struggling,” and the response regularly falls short.
We can build organisations that are resourced and ready to support women, early and proactively, with genuine care rather than compliance.
The question is: will you lead the way, or risk losing some of your most potent change leaders?
Join the Menopause at Work series
From 10 September, I’ll be participating in a four-part Menopause at Work series as part of CPA QLD Committee for Women.
Across an introductory YouTube session and three webinars, we’ll explore menopause at work from the organisational, manager and individual perspectives, with practical guidance for building workplaces where people can continue to work and lead well.
More information coming soon!
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References list:
Australian Institute of Superannuation Trustees. (2023). Australian Institute of Superannuation Trustees submission to the Senate Inquiry into issues related to menopause and perimenopause. [Report]. https://treasury.gov.au/sites/default/files/2023-03/c2023-379612-australian_institute_of_superannuation_trustees.pdf
Australian Menopause Society. (2022). Menopause and the workplace.https://www.menopause.org.au/health-info/fact-sheets/menopause-and-the-workplace
Sonya Lovell. (2024, November 7). Behind the scenes of Australia's menopause movement with Johanna Wicks. Dear Menopause Podcast. https://www.dearmenopause.au/95-behind-the-scenes-of-australias-menopause-movement-with-johanna-wicks/
Parliament of Australia. (2023). Senate inquiry into issues related to menopause and perimenopause. [Report]
https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/Community_Affairs/Menopause/Report
Margie Zable Fisher (2023, September 10). Menopause parties are the latest Gen X trend. Fortune Well.
https://fortune.com/well/2023/09/10/menopause-parties-gen-x/
Melissa Houston. (2024, October 3). Not following tradition: How Gen X women are reinventing success. Forbes. https://www.forbes.com/sites/melissahouston/2024/10/03/not-following-tradition-how-gen-x-women-are-reinventing-success/
Caroline Castrillon. (2025, April 18) 7 Critical Ways Gen X Strengthens Your Leadership Pipeline. Forbes.
https://www.forbes.com/sites/carolinecastrillon/2025/04/18/7-critical-ways-gen-x-strengthens-your-leadership-pipeline/
Jean Hailes for Women's Health. (2023). Attitudes to menopause and menstrual leave: National Women's Health Survey 2023. [Report]. https://www.jeanhailes.org.au/uploads/Attitudes-to-menopause-and-menstrual-leave-NWHS.pdf
Menopause Friendly UK. (n.d.). Menopause at work: Why it’s important.
https://menopausefriendly.co.uk/menopause-at-work
Christi Malthouse. (n.d.). Measuring the ROI on workplace wellbeing programs. Readiness for Business. https://www.readiness.com.au/blog/measuring-the-roi-on-workplace-wellbeing-programs/
Simplyhealth. (2023, November 9). 3.5 million women have considered quitting job due to menopause and menstrual health symptoms.https://www.simplyhealth.co.uk/news-and-articles/35-million-women-have-considered-quitting-job-due-to-menopause-and-menstrual-health-symptoms
