Available estimates show that the population of menopausal and post-menopausal women in India is rapidly rising. The Indian Menopause Society projected that India would have over 100 million menopausal women by 2026, and more recent analyses suggest that this number is nearing 140 million. Despite menopause being a natural biological transition that affects a significant proportion of women, it remains largely absent from India’s health and workplace policies. While menstruation and maternity have received policy attention, menopause continues to be treated as a private and often invisible issue, rarely discussed and seldom supported. This silence disproportionately affects midlife women, particularly those in urban formal workplaces, who continue contributing to society while navigating physical, emotional, and social challenges. Overlooking menopause ultimately undermines gender equity in both healthcare and employment. This blog argues for integrating menopause into India’s public-health discourse and workplace norms through awareness efforts, flexible work policies, and inclusive health interventions, ensuring dignity and support at every stage of a woman’s life.

Menopause is not merely a biological stage; it is a socio-economic issue that directly impacts women’s health, productivity, and workplace participation. A 2022 survey conducted by life sciences company Abbott revealed that 79% of women in India are not comfortable discussing menopause even with family, friends, or colleagues. Alarmingly, 35% do not seek medical attention despite facing health issues, 82% said menopause impacts their lives, and 48% reported experiencing severe symptoms that demand greater care and workplace support. In urban India, where more women are part of the formal workforce, menopause often coincides with peak career years. Symptoms such as fatigue, insomnia, hot flashes, and anxiety reduce efficiency, yet workplace silence means most women manage alone, often at the cost of career advancement. Globally, the lack of workplace support has serious consequences, 20% of women in the U.S. have quit or considered quitting their jobs due to menopause-related symptoms, while in the U.K., nearly 9 lakh women left the workforce for the same reason. Without specific guidelines, India too risks losing experienced talent at the peak of their careers. The existing labour and health policies address maternity but overlook menopause, leaving a critical gap in gender-sensitive reforms.

Public Health and Menopause

The decline in oestrogen during menopause increases the risk of chronic diseases such as cardiovascular conditions, osteoporosis, diabetes, and hypertension, already on the rise among Indian women. The silence around menopause means symptoms often go untreated, particularly in urban work settings where stress exacerbates health challenges. Recognizing menopause as a legitimate public health issue can help shift resources toward preventive care, counselling, and awareness campaigns tailored for working women.

While urban working women may have better geographical access to healthcare, many still struggle with affordability and inadequate workplace support. In India, menopause support within organisations is still an emerging concept, and in the absence of a national policy, most employers and insurance plans have only just begun to consider menopause-related services, leaving many women without structured care. Corporate health check-ups, when available, tend to exclude reproductive ageing issues. There is a growing demand for personalised menopause care, but innovation remains limited to elite urban clinics. Public health programmes must therefore expand insurance coverage, integrate menopause care into workplace health plans, and normalise doctor consultations for midlife women.

Stigma remains the biggest obstacle. The menopause is still seen as a private or shameful matter, leading to silence at home and at work. Awareness campaigns, much like those around menstruation, can normalise conversations. Public health initiatives must target both men and women, fostering empathy in workplaces and families. When menopause is acknowledged as a stage of life rather than a taboo, it creates space for timely interventions and reduces the mental health burden on working women.

Work Policy and Menopause

In India, menopause typically occurs at an average age of 46.2 years, much earlier than the global average of 51 years. This means Indian women often face menopausal challenges right at the peak of their careers, making workplace awareness and supportive policies even more urgent. Indian workplaces largely lack menopause-specific policies. In India, flexible work arrangements such as adjusted schedules, work-from-home options, and short leave during severe menopausal symptoms are essential to help women manage their health without compromising their careers. In the absence of such support, many women struggle to continue in formal employment, and experts note that lack of menopause-friendly policies may contribute to women stepping away from the workforce prematurely. Through institutionalisation of guidelines like maternity benefits, organisations are able to retain talent. Flexible work policies do not only decrease absenteeism, but they also enhance the overall productivity, which is beneficial to employees and employers.

The organisations investing in health literacy and training HR managers about menopause are less prone to providing the environment where employees can without feeling ashamed to discuss their needs to the HR. Simple measures such as ergonomic office design, wellness programmes, and counselling access can significantly improve workplace experience. These initiatives signal to women that their contributions are valued, encouraging loyalty and reducing mid-career dropouts.

Public figures like Sudha Murty have recently spoken about menopause openly, challenging workplace silence. Globally, the UK has developed national menopause workplace guidelines, while Australian firms integrate menopause into wellness programmes. India can adapt these models, contextualizing them to local needs. Industry bodies like NASSCOM and FICCI could pioneer sector-wide standards, ensuring urban corporate workplaces lead by example. Learning from these practices allows Indian employers to not only retain talent but also project themselves as progressive, inclusive organisations.

Conclusion

In India, policymakers should no longer ignore menopause in health and workplace frameworks. Menopause is not just a personal or medical matter; it is a public health issue and a workplace issue. Addressing it in both spheres is essential to protect women’s wellbeing, careers, and leadership opportunities in India. Three policy measures stand out as urgent and practical. First, public health programmes must integrate menopause care, covering awareness campaigns, counselling, and preventive health check-ups. This will reduce stigma and ensure early detection of long-term health risks. Two, both state and commercial health insurance programs must require coverage of treatment as a result of menopause. This will bring care to the working women in both income groups. Third, the workplace policies need to be changed to accommodate the menopause-related policies. Flexible working arrangements, paid sick leaves in extreme instances, and access to the wellness programmes should be provided to the employers. Best practices should be made standard by industry bodies, such as maternity benefits, and be not negotiable when formal workplaces are concerned.

As Maya Angelou reminds us, “We delight in the beauty of the butterfly, but rarely admit the changes it has gone through to achieve that beauty.” Menopause is one such change, inevitable, powerful, and transformative. Recognizing it through workplace guidelines, public health programmes, and cultural acceptance is not just about women’s wellbeing, but about building a fairer, more productive, and inclusive India. Menopause is not a fringe concern; it is central to gender equity and economic growth. By prioritizing it today, we ensure that women’s health is respected across their lifespan and that workplaces remain humane, forward-looking, and truly inclusive.