Hormonal health impacts working lives of women in Ireland

81% of women say hormonal health affects their working lives, with gaps in workplace support for menstruation, fertility and menopause.

More than eight in 10 women in Ireland say hormonal health has affected their working lives, according to new research from The Menopause Hub and Core Research that highlights significant gaps in workplace support for women’s health issues.

The study, described as the first national survey examining the impact of hormonal health across women’s full working lives, found that 81% of women reported some impact on their careers, with 62% saying the effect was moderate or significant.

Conducted among more than 1,000 women across Ireland, the research examined experiences related to menstruation, fertility, pregnancy, motherhood, perimenopause and menopause among women who are currently or were previously employed.

Workplace policies lag behind employee needs

The findings suggest that formal workplace policies addressing women’s health remain relatively uncommon.

While 64% of respondents were aware of maternity policies within their organisations, awareness fell sharply for menopause policies (26%), fertility policies (17%) and menstruation policies (7%).

More than one-third (36%) of women who chose not to disclose a women’s health issue in the workplace said the absence of a clear policy was a key reason. Other barriers included concerns that their issues would not be taken seriously (27%), embarrassment (22%) and fear of being judged (18%).

The research also found strong support for greater workplace measures. More than two-thirds of respondents said improved support would increase productivity, engagement and loyalty, while 70% said they would be more likely to recommend their employer if such support were available.

Menstrual health driving absenteeism

Menstrual health emerged as a significant workplace issue, with 76% of women reporting menstrual health challenges.

Nearly one in four women (23%) said they frequently miss work because of menstrual symptoms. The impact was particularly severe among women with premenstrual dysphoric disorder (PMDD) and endometriosis, with 64% and 60% respectively reporting moderate or significant effects on work performance.

Almost half of respondents (49%) said they felt uncomfortable discussing menstruation at work.

One respondent described the reality of managing symptoms while maintaining professional responsibilities: “As a woman we try to get through the day, sometimes in pain that can’t be seen. We feel emotionally and physically drained.”

Fertility and motherhood present workplace challenges

The research also highlighted the impact of fertility, pregnancy and motherhood on employees.

Among women who had experienced baby loss, 62% said it had a moderate or significant effect on workplace attendance. More than half (56%) of those who experienced depression during pregnancy reported a similar impact.

Nearly half of respondents (47%) said they felt uncomfortable discussing fertility and reproductive health at work.

Returning to work after maternity leave remains difficult for many women, with 63% of mothers describing the transition as challenging. Key obstacles included childcare costs (55%), fatigue and sleep deprivation (54%), and childcare availability (50%).

Almost half said maternity pay arrangements had negatively affected their financial wellbeing.

One respondent reflected on the pressures faced by working mothers, saying: “I almost walked away. The only reason I stayed was because I had to provide for my family.”

Menopause support remains limited

The study found that menopause continues to affect many women in employment.

Almost half of respondents (49%) reported that menopause affected workplace attendance, while 61% said it had an impact on work performance. Meanwhile, 44% said they felt uncomfortable discussing perimenopause or menopause at work.

One woman described feeling unsupported, stating: “I’m already terrified of losing my job at my age, I need to just struggle through this without support or acknowledgement. That’s basically workplace discrimination.”

Call for workplace change

Loretta Dignam, founder and CEO of The Menopause Hub, said the findings demonstrate that women’s hormonal health can no longer be viewed solely as a personal issue.

“For too long, women’s hormonal health has been treated as a private or personal issue, when the reality is that it has a very real impact on women’s working lives,” she said.

Dignam argued that many workplaces were designed around traditional male health models and must evolve to better reflect women’s biological realities and health experiences throughout life.

She also suggested younger generations entering the workforce will increasingly expect employers to provide meaningful support and create environments where health issues can be discussed openly.

Emma Kavanagh, Research Director at Core Research, said the study showed that practical workplace measures rather than extensive programmes are what many women are seeking.

“Women are simply looking for practical measures here, such as clear workplace policies, flexibility, informed managers and the confidence to discuss health issues without fear of judgement or negative career consequences,” she said.

“The evidence also shows that better support would benefit employers through higher engagement, greater loyalty and improved productivity.”

Image at top: Loretta Dignam, founder and CEO of The Menopause Hub

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