Every October, World Menopause Day highlights an experience that half the population will go through, but one that is still surrounded by silence, stigma and misunderstanding. While the conversation is thankfully opening up, particularly in workplaces, we still have a long way to go in recognising the impact of the menopause at every level of an organisation, and more importantly, actually doing something about it.
I have first-hand knowledge of how menopause can disrupt but ultimately reinvigorate your life and career. In this post, I share my analysis of the massive impact that menopause is having on individuals and the organisations they work for, and what still needs to change to support and retain that wealth of knowledge and wisdom.
I am one of the statistics: I was one of the many thousands of women leaving a well-paid corporate job in their 40s to start up a business of their own.
In my case, menopause was not the only reason for this major direction shift in life - but the changes that those years bring were absolutely part of it. I know how powerful, disruptive and, ultimately liberating this stage of life can be. And I have also seen how it can erode confidence, derail careers and push talented leaders to step away from roles they might otherwise be thriving in.
Why Menopause Matters in the Boardroom
Menopause is not just a “women’s issue” - it’s a workplace issue. It affects individuals, their colleagues, their teams and, ultimately, organisational performance.
At executive level, where the pressures are intense and the spotlight is constant, the impact can be magnified. The symptoms of brain fog, sleep disturbance, anxiety, fatigue and hot flushes that affect so many women for so many years at this time of life can make daily leadership challenges feel even tougher. And when confidence is shaken, decision-making, visibility and performance can all be affected.
It seems crazy that organisations invest heavily in developing senior leaders, but so many fail to provide the understanding or support needed to help them navigate this stage of life. The result is that too many experienced women step away just when their wisdom, resilience and perspective are needed most. This isn’t just a loss for them; it’s a loss for the whole business.
The Hidden Cost of Silence
Research shows that many women consider leaving their jobs during menopause, and a significant number actually do. For some, like me, it becomes an opportunity to create something new. But for others, it feels like a door being forced to close before they were ready.
For those who stay, the silence can be exhausting. Pretending nothing is happening, or feeling ashamed of their symptoms, adds another layer of pressure to already demanding roles. Meanwhile, colleagues may not know how to respond, or may misinterpret changes in behaviour or energy as disengagement rather than a natural transition.
Breaking this silence benefits everyone. Normalising conversations around menopause not only reduces stigma but helps teams support each other more effectively. It also signals that organisations genuinely value their leaders as whole people, not just as job titles.
Regaining Confidence During Menopause
One of the most common themes we see in coaching is a dip in self-belief during the menopause years. High-achieving women who have led teams, closed deals and navigated boardrooms suddenly find themselves doubting their abilities. It can feel unsettling, and so unfair – especially after decades of building careers.
But confidence is not gone; it’s simply shaken. With the right tools, support and mindset shifts, it can be rebuilt, often stronger than before. Coaching can help leaders reconnect with their strengths, recognise the value of their lived experience, and set new boundaries that protect their energy and wellbeing.
Addressing Burnout and Planning Pivots
Burnout is another huge factor. Menopause often collides with a time of peak responsibility, both professionally and personally. Many executives are not only leading organisations but also supporting ageing parents, launching children into independence, or juggling financial pressures. Layer menopause symptoms on top, and it’s no wonder burnout rates rise.
For some, the solution is not to push through but to pivot. That might mean rethinking career goals, exploring new ways of working, or stepping into consultancy, entrepreneurship or portfolio careers. Menopause can act as a catalyst to reassess what matters most and to design a working life that feels more sustainable and fulfilling.
My own pivot – leaving a secure, senior role in corporate HR to build my coaching practice – was both terrifying and exhilarating. But it gave me the chance to align my work with my values, to create flexibility, and to support others at a similar crossroads. I’ve seen countless clients do the same: rediscovering passion, purpose and energy by daring to change their direction.
What Organisations Can Do
Supporting leaders through menopause isn’t about special treatment; it’s about doing sound business. Here are a few simple but powerful steps organisations can take:
Raise awareness: Provide training for all employees, not just women, so everyone understands what menopause is and how it may show up in the workplace.
Create safe spaces: Encourage open dialogue, peer support networks and mentoring so that no one feels they have to hide what they’re experiencing.
Review policies: Flexible working, wellbeing support and health benefits can make a real difference in helping leaders stay at their best.
Normalise role models: Share stories of senior leaders who have navigated menopause, showing that it doesn’t have to be career-ending.
Not only do these steps confirm your stance as a compassionate, forward-thinking organisation, it could also make you far more likely to retain a wealth of talent and experience that otherwise might feel compelled to leave.
A Call to Confidence
I left the corporate world because I needed to reset, take control and build something on my own terms. That step led me to coaching, and today I work with clients to help them navigate not just menopause, but career confidence, burnout and even making their own bold pivots.
This World Menopause Day, I want to encourage every leader – whether you are experiencing menopause yourself, supporting a colleague, or shaping organisational culture – to see this as a moment for speaking out, not staying silent.
Menopause is not the end of ambition. It can be the beginning of a more authentic, sustainable and fulfilling chapter. With understanding, support and courage, leaders can continue to thrive – and organisations can retain the talent, wisdom and perspective they cannot afford to lose.
As someone who made a bold leap during this life stage, I can promise you: confidence can be rebuilt, careers can be reshaped, and new opportunities can emerge from the change. The key is to start the conversation, to recognise the impact, and to back yourself, or those around you, to succeed. That way, we all win.
If this stage of life has left you questioning your direction, confidence or next step - you don’t have to navigate it alone.
At Haus of Coaching, we help leaders reconnect with their strengths, rebuild confidence and design the next chapter of their careers with clarity and purpose.
Contact us to book a free discovery call to explore how coaching can support your own menopause-era pivot or leadership journey.
Share this post: