Menopause and work: A narrative literature review about menopause, work and health.
Petra Verdonk, Elena Bendien, Yolande Appelman
PMID 35570508WHAT IT FOUND
Menopause at work is poorly understood and often hidden.
Severe symptoms may lower ability to work, but evidence is mixed. Workplace supports like flexible hours, temperature control, supervisor awareness and confidential advice are suggested, not proven.
Key findings
01Women with severe menopausal complaints may report much lower ability to work, but the overall evidence linking menopause to work outcomes is inconclusive.
02Many women hide menopausal complaints at work because they fear stigma and do not see a safe way to raise them.
03Workplace supports such as supervisor awareness, flexible schedules, access to information, and temperature or ventilation control are recommended, but not proven to improve work outcomes.
STILL TO COME
How it was doneWhat they foundWhat it means for OTs
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What it does not show
This is a narrative review, not a controlled trial, so it cannot prove that menopause causes work problems or that any workplace change works. The available studies were few and varied in quality, and the authors included studies of all qualities because there were not many. Many findings rely on self-report and instruments such as work ability scales that may not be validated for menopausal women or across cultures. The studies were mostly in Western settings and often in female-typed occupations, so results may not apply to all patients or workplaces. Menopause symptoms overlap with stress, fatigue, burnout and other health problems, making cause and effect hard to separate. Evidence about sickness absence, productivity and costs was inconclusive, and some studies found no association. Positive aspects of menopause at work were not studied.
Declared interests
This study was funded by WOMEN Inc. and Instituut GAK. The authors reported no conflict of interest.
The easy way to misread this
Do not read this review as proof that menopause causes poor work performance or that workplace accommodations will fix it. The evidence is mixed, symptoms can have other causes, and the recommended supports are based on limited studies.