Perimenoproud Podcast: Perimenopause at Work with Denise Pines
Brain fog in the middle of a meeting. A hot flash during a presentation. A night of poor sleep that makes a demanding workday feel impossible. For many women, perimenopause and menopause affect more than home life: symptoms can show up at work, too.
In this episode of the Perimenoproud Podcast, menopause educator and women’s health advocate Denise Pines joins Melissa and Tiffany to talk about how menopause can affect confidence and careers—and what employers can do to offer meaningful support.
Listen to Episode 3: Perimenopause in the Workplace with Special Guest Denise Pines
TL;DR: Perimenopause at Work
- Perimenopause symptoms like brain fog, poor sleep, hot flashes and mood changes can affect confidence and performance at work.
- Women may struggle in silence, worried about stigma or being seen as less capable.
- One-off awareness campaigns aren't enough. Workplaces need ongoing education, supportive managers and practical adjustments.
- Simple changes, from easier access to healthcare to flexible breaks, can make a real difference.
- Women need access to credible information, personalised healthcare and the confidence to advocate for themselves.
- Supporting women through midlife helps retain experienced employees, leaders and mentors.
When Symptoms Show Up at Work
Perimenopause often begins during the same years many women are taking on senior roles and major responsibilities. Yet symptoms such as brain fog, disrupted sleep, hot flashes, and changes in mood or physical comfort can make a familiar workday feel harder to manage.
As Denise describes, losing a thought during a meeting can be more than an awkward moment. It can shake someone’s confidence, especially when colleagues don’t understand what’s happening. Some women may worry that their performance is slipping or that they’re no longer capable—when they may actually be dealing with symptoms they haven’t yet connected to perimenopause.
The experience is different for everyone. Denise mentions symptoms ranging from memory changes and hot flashes to joint issues, incontinence, and vaginal dryness. Some are visible; others are private. Either way, they can affect how someone feels and functions at work.
The episode also highlights the emotional cost of staying silent. Women may feel embarrassed or worry about how a manager will react, making it harder to ask for support or seek care.
Awareness Is a Start, Not the Whole Solution.
A single webinar or wellness email can introduce menopause support in the workplace, but it won’t necessarily make employees feel comfortable asking for help. Denise argues that real support requires a change in workplace culture. Companies must educate employees about available benefits and how to use them. Managers need to respond thoughtfully when someone raises a concern.
Workplace planning should also consider practical support, such as access to water, bathrooms, or short breaks. What that looks like will vary by job. A teacher may need a way to step out of the classroom briefly. Someone working in a uniform may benefit from more comfortable clothing options during hot flashes. An office worker may need clear access to telehealth or a trusted person to speak with.
The aim isn’t to treat every workplace or employee the same. It’s to make support practical and accessible.
What Menopause-Friendly Workplaces Can Do
Denise’s examples point to several useful steps for employers:
- Make reliable information easy to find.
- Employees shouldn’t have to search through old emails to understand their benefits.
- Train managers.
- Managers don’t need to diagnose symptoms, but they can learn how to respond with respect and direct employees to available support.
- Make healthcare easier to access.
- Telehealth, appointment time, and clear referrals can help employees seek care.
- Consider everyday needs.
- Water, bathrooms, break options, and appropriate clothing can make a meaningful difference.
- Create a trusted point of contact.
- A knowledgeable workplace champion can help employees navigate resources.
- Keep the conversation open.
- Normalizing menopause can reduce the shame and isolation that prevent people from speaking up.
These changes can also benefit employers: supporting employees through midlife is both a human and a workforce consideration. When experienced employees leave or struggle without support, organizations can lose valuable knowledge, leadership, and potential mentors for future colleagues.
Women Need Options
No single perimenopause experience or one solution works for everyone. Denise discusses a range of possible approaches, including hormone therapy, lifestyle changes, supplements, and other options. What’s appropriate depends on the individual and their health needs, so a qualified healthcare provider should guide treatment decisions.
One point she emphasises is that women know when something feels different. If a concern is dismissed, seeking another qualified opinion may help, where possible.
Denise also suggests keeping a personal baseline: note how you feel when you’re doing well, your sleep, energy, clarity, and physical comfort. If those things change, having a record can make it easier to explain what’s happening during a healthcare visit.
Normalize the Conversation
The episode’s bigger message is that menopause shouldn't be a private struggle. Better education can help women recognize what may be happening, help families respond with understanding, and help workplaces provide support that goes beyond a one-time event. Woman are better equipped to make informed choices about their health and their work when they can talk openly, access credible information, and explore care without being dismissed.
Thank you, Denise.
