• September 4, 2024  Women of Influence

Despite growing awareness, many women face significant challenges related to menstruation, menopause, and fertility that they often feel unable to disclose at work, fearing career repercussions. It’s time to address these silent struggles and create a more supportive workplace environment.

The silent struggles of women in the workplace are more common than most might think. More than a quarter of women report experiencing significant challenges related to periods, menopause, or fertility. Yet, a staggering number of them feel compelled to work through the pain or discomfort in silence, fearing that speaking up could jeopardize their careers. Despite incremental progress in workplace support, the reality for many women is that their health concerns are still met with hesitation, stigma, or even discrimination.

Menstruation: A Persistent Issue

Take menstruation, for example. According to a report by Deloitte, about 15 per cent of women have experienced health challenges related to menstruation, and a shocking 40 per cent of those who endure high levels of pain choose to push through their workday rather than take time off. This statistic is similar to last year’s, highlighting a persistent issue that remains largely unaddressed.

While there seems to be a slight improvement in employer support—two in 10 women reported receiving support from their employer after taking time off for menstrual pain, compared to just one in 10 last year—the numbers are still troubling. More women this year than last report feeling uncomfortable discussing the impact of menstruation on their work with their managers (13 per cent compared to nine per cent in 2023). Worse still, those who have disclosed menstrual health issues as a reason for taking time off have seen a year-over-year increase in the belief that their career was damaged as a result.

Menopause: A Growing Concern

Menopause presents another significant challenge. The Deloitte report reveals that nine per cent of women have experienced health challenges related to menopause. Of those, nearly 40 per cent say they continue to work through high levels of pain or discomfort, a drastic increase from 20 per cent last year. This doubling in numbers is alarming, especially when coupled with the fact that fewer women this year feel comfortable discussing their menopause symptoms with their managers (14 per cent feel uncomfortable in 2024 compared to 10 per cent in 2023).

Support from employers has also dropped sharply. Only 19 per cent of women experiencing menopause-related challenges say they were supported by their employers after disclosing menopause as a reason for taking time off work, a significant decline from nearly 30 per cent in 2023. The consequences are severe: 16 per cent of women in 2024 reported that giving menopause as a reason for taking time off negatively affected their career, up from just six per cent last year. Furthermore, one in 10 women say that an employer’s lack of support was a factor in them leaving the organization—double the proportion who said this in 2023.

Fertility Challenges: Troubling Dynamics

Fertility challenges, while reported by a smaller percentage of women (four per cent), also reveal troubling workplace dynamics. Nearly three in 10 women who have experienced fertility-related health challenges report not taking time off when experiencing high levels of pain or symptoms, and nearly two in 10 who did take time off did not disclose the real reason.

The fear of repercussions is not unfounded. Almost two in 10 women who disclosed fertility challenges as their reason for taking time off believe that doing so damaged their career, and only 14 per cent say their employer was supportive. This lack of support is influencing women’s decisions about their employment, with one in 10 citing an employer’s lack of support as a factor in leaving their previous job.

The Urgent Need for Change

These statistics paint a sobering picture of the challenges women face in the workplace due to menstruation, menopause and fertility. More than 14 per cent of women experiencing these health challenges say they aren’t comfortable speaking to their managers about them. Among these women, 13 per cent say their company culture doesn’t encourage openness around these topics, and 15 per cent believe that speaking up about their health challenges would affect their career progression. Additionally, 10 per cent fear that disclosing these issues would lead to stereotyping or assumptions, and another 10 per cent worry that it would make them vulnerable to redundancy.

These numbers underscore the urgent need for change. While some progress has been made, it’s clear that more needs to be done to support women in the workplace. Employers must foster an environment where women feel comfortable discussing their health challenges without fear of judgment or career repercussions. This includes offering paid leave for menstruation and menopause symptoms, something nearly half of all women consider extremely important, yet only a third work for companies that provide it.

Addressing these silent struggles is not just about fairness; it’s about creating a workplace where all employees can thrive. Employers have a crucial role to play in breaking down the stigma around women’s health and ensuring that no one has to choose between their well-being and their career. The time to act is now, and it starts with listening, understanding and supporting women through the unique challenges they face.

The silent struggles of women in the workplace are more common than most might think. More than a quarter of women report experiencing significant challenges related to periods, menopause, or fertility. Yet, a staggering number of them feel compelled to work through the pain or discomfort in silence, fearing that speaking up could jeopardize their careers. Despite incremental progress in workplace support, the reality for many women is that their health concerns are still met with hesitation, stigma, or even discrimination.

Menstruation: A Persistent Issue

Take menstruation, for example. According to a report by Deloitte, about 15 per cent of women have experienced health challenges related to menstruation, and a shocking 40 per cent of those who endure high levels of pain choose to push through their workday rather than take time off. This statistic is similar to last year’s, highlighting a persistent issue that remains largely unaddressed.

While there seems to be a slight improvement in employer support—two in 10 women reported receiving support from their employer after taking time off for menstrual pain, compared to just one in 10 last year—the numbers are still troubling. More women this year than last report feeling uncomfortable discussing the impact of menstruation on their work with their managers (13 per cent compared to nine per cent in 2023). Worse still, those who have disclosed menstrual health issues as a reason for taking time off have seen a year-over-year increase in the belief that their career was damaged as a result.

Menopause: A Growing Concern

Menopause presents another significant challenge. The Deloitte report reveals that nine per cent of women have experienced health challenges related to menopause. Of those, nearly 40 per cent say they continue to work through high levels of pain or discomfort, a drastic increase from 20 per cent last year. This doubling in numbers is alarming, especially when coupled with the fact that fewer women this year feel comfortable discussing their menopause symptoms with their managers (14 per cent feel uncomfortable in 2024 compared to 10 per cent in 2023).

Support from employers has also dropped sharply. Only 19 per cent of women experiencing menopause-related challenges say they were supported by their employers after disclosing menopause as a reason for taking time off work, a significant decline from nearly 30 per cent in 2023. The consequences are severe: 16 per cent of women in 2024 reported that giving menopause as a reason for taking time off negatively affected their career, up from just six per cent last year. Furthermore, one in 10 women say that an employer’s lack of support was a factor in them leaving the organization—double the proportion who said this in 2023.

Fertility Challenges: Troubling Dynamics

Fertility challenges, while reported by a smaller percentage of women (four per cent), also reveal troubling workplace dynamics. Nearly three in 10 women who have experienced fertility-related health challenges report not taking time off when experiencing high levels of pain or symptoms, and nearly two in 10 who did take time off did not disclose the real reason.

The fear of repercussions is not unfounded. Almost two in 10 women who disclosed fertility challenges as their reason for taking time off believe that doing so damaged their career, and only 14 per cent say their employer was supportive. This lack of support is influencing women’s decisions about their employment, with one in 10 citing an employer’s lack of support as a factor in leaving their previous job.

The Urgent Need for Change

These statistics paint a sobering picture of the challenges women face in the workplace due to menstruation, menopause and fertility. More than 14 per cent of women experiencing these health challenges say they aren’t comfortable speaking to their managers about them. Among these women, 13 per cent say their company culture doesn’t encourage openness around these topics, and 15 per cent believe that speaking up about their health challenges would affect their career progression. Additionally, 10 per cent fear that disclosing these issues would lead to stereotyping or assumptions, and another 10 per cent worry that it would make them vulnerable to redundancy.

These numbers underscore the urgent need for change. While some progress has been made, it’s clear that more needs to be done to support women in the workplace. Employers must foster an environment where women feel comfortable discussing their health challenges without fear of judgment or career repercussions. This includes offering paid leave for menstruation and menopause symptoms, something nearly half of all women consider extremely important, yet only a third work for companies that provide it.

Addressing these silent struggles is not just about fairness; it’s about creating a workplace where all employees can thrive. Employers have a crucial role to play in breaking down the stigma around women’s health and ensuring that no one has to choose between their well-being and their career. The time to act is now, and it starts with listening, understanding and supporting women through the unique challenges they face.