The study, co-authored by Dr Belinda Steffan and Shumin Zheng and published in the Journal of Occupational and Organizational Psychology, tracks how menopause symptoms and work outcomes change over time.
Researchers tracked 679 women working in the United Kingdom over a six-month period and later interviewed an additional 53 to gain a more detailed understanding of their experiences. They found that when menopause symptoms such as hot flushes or anxiety became more severe, women reported higher levels of burnout. When symptoms eased, burnout declined. Despite these challenges, many women managed to protect their performance at work. Those who found flexible arrangements useful, such as adjusting their hours or working from home, said these options made it easier to cope with sleep problems, fatigue and other symptoms, helping them keep up with their responsibilities.
The research identifies a double-edged effect of flexible work. Although flexible work offers control and discretion, it can also encourage employees to hide symptoms from colleagues. Many described working longer or irregular hours at home to compensate for brain fog or low energy. Others reduced paid hours, turned down progression or chose casual contracts to cope with the effects of menopause symptoms. These strategies preserved short-term performance but risked lower income, slower career progression and weaker pension outcomes.
Flexible work can be both empowering and problematic. It helps many women manage symptoms and keep delivering at work, but it can entrench silence around menopause and shift the burden onto individuals. Employers should avoid one-size-fits-all responses and focus on tailored support.Professor Kristina Potočnik
The researchers recommend practical adjustments in conjunction with flexible work arrangements. These include confident and informed line management, access to rest areas and temperature control, and space for open conversation. They also suggest job crafting, allowing employees to align tasks with their strengths as symptoms fluctuate. They advise caution when relying on flexible work as a default solution due to its long-term financial implications.
Kristina Potočnik is our Personal Chair of Organisational Behaviour and Director of Research Degrees.