Perimenopause and menopause, affectionately known as the "midlife crisis", can turn your work life into a rollercoaster of unexpected emotions and surprises.
From hot flushes that make meetings feel like a sauna, to mood swings that rival a daytime soap opera, the symptoms can leave even the most seasoned professional feeling like a hormonal mess.
Recently Imogen Crump, a guest on ABC News Breakfast, stopped mid-sentence after experiencing a hot flush reading the news headlines.
"I'm so sorry," she said. "I could keep stumbling through, but I'm having such a perimenopausal hot flush right now, live on air. I'm so sorry."
Co-host Lisa Millar stepped in, applauding Ms Crump for her honesty.
"We need to make it normal to have these kinds of conversations," Ms Millar said.
I agree!
I rarely present my Drive program on ABC Northern Tasmania without my trusty handheld fan. I'll often comment to my listeners that the air conditioning has been turned off — or the heating turned up — as the fan whirrs in the background.
The impact of menopause and perimenopause at work
Perimenopause is the transitional period before menopause. During perimenopause, levels of estrogen start to decrease, while menopause is the period in a woman's life when menstruation stops.
Menopause is rarely a topic of open discussion in the workplace — even though nearly half of the world's population experiences it.
"There is very little robust data on the impact of menopause in the workplace or what interventions work, and more research is needed," says Vicki Doherty, executive director of the Australian Menopause Society.
"Most studies have come from the UK and are focused on large organisations and industries including teaching, nursing, professional and administrative jobs."
In 2022, a landmark study based on data from the largest-ever survey of menopausal and perimenopausal women in the UK revealed women are being ignored both in the workplace and by healthcare providers.'
'I had never really heard much about it'
Sarah Triffitt, 56, started experiencing perimenopause systems about 10 years ago, when she was 45. She had her last baby at 40 and tubal ligation at 41.
"I had suffered from hormone imbalances and pre-menstrual stress since my first period at 11. I was hoping it was menopause, but perimenopause was diagnosed by my GP," she says.
"I had never really heard much about it, let alone how long and severe it could be."
Her perimenopausal symptoms were so severe they impacted her career.
Symptoms can be 'incapacitating'
"I had always had migraines triggered by hormone imbalance but usually only one or so per year. But this was crazy," Sarah says.
"[I had migraines] every day for up to five days at a time. [They] were incapacitating and I was unable to work.
"My career has been put on hold — mainly due to choosing to dedicate my time to caring duties, but also because of perimenopause and menopause.
"The hormonal imbalances have magnified my ADHD, particularly issues with executive function, fatigue, and unreliable dopamine.
"This has meant that I just can't be organised enough to manage my carer responsibilities and career development simultaneously."
Many women reluctant to talk to their employers
A 2021 study by Circle In and the Victorian Women's Trust found that 80 per cent of women experiencing menopause were affected at work, but only 70 per cent would feel comfortable speaking with their manager about it.
The same study found many women find it so difficult to manage both their symptoms and their work that they consider taking a career break or opt to retire early.
However, there has been some progress in the workplace in recent years, according to the Australian Menopause Society.
"[We have] seen a sharp rise in requests for workplace training for menopause awareness and for managers on how to support people experiencing menopause in the workplace," Ms Doherty says.
"It is good to see that workplaces are increasingly becoming aware of this natural life phase and looking to support women to remain and thrive at work."
Why some employers are offering menopause leave
While it's not widespread (yet), some Australian companies like Future Super are taking the lead by including paid menstrual and menopause leave in their benefits package.
If someone can't work comfortably from the office or at home, staff at the super fund can take up to six paid days of leave per year, outside of sick leave, without having to provide a medical certificate.
"Our goal is to modernise the workforce and remove the stigma around menstruating and menopause," says Khaila Prasser, Future Super's people and culture advisor.
"Everyone is bound to know someone, work with someone, live with someone, or love someone who is or will be going through menopause.
"It is about time that we acknowledge it, talk about it and make sure people feel supported going through it."
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