This article has been reviewed according to Science X's editorial process and policies. Editors have highlighted the following attributes while ensuring the content's credibility: Turnover related to menopause has become a critical global socioeconomic challenge, affecting female career longevity and organizational productivity. A new study suggests that, although many employers have attempted to make special accommodations in the workplace, they fail to address a woman's increased psychological burdens related to the menopause transition.
Results of the study were presented at the 2026 Annual Meeting of The Menopause Society in San Diego, Oct. 20–24, 2026. In a new study coming out of Japan, researchers looked at more than 1,600 perimenopausal and postmenopausal working women ages 45 to 60. They identified 13 independent variables to control for potential confounding: age, marital status, annual income, exercising habits, psychiatric history, caregiving roles, the three distinct subscales of the Menopause Rating Scale (MRS: psychological, somatic and urogenital subscales), and treatment-necessity awareness.
Using multiple linear regression models, the researchers saw that, among all the variables, the MRS psychological subscale exhibited the most powerful independent positive association with turnover intention. Conversely, MRS somatic symptoms, urogenital symptoms and having caregiving roles lost their statistical significance after multivariate adjustment, despite being significant in univariate analyses. Regarding socioeconomic factors, being married and having a low annual income were significantly associated with lower turnover intention.
In addition to identifying menopause-specific psychological symptoms as the primary drivers of turnover intention, the researchers also observed that lower-income women tended to report lower turnover intention, possibly reflecting financial considerations that make leaving employment more difficult. The researchers concluded that, to effectively mitigate menopause-related turnover, workplace initiatives must pivot from superficial environmental adjustments toward ensuring accessible medical care and psychological support. "Menopause is affecting women at the peak of their careers, and many women consider leaving their jobs.
Our study points to the psychological burden of menopause as a key factor—one that workplaces and health care professionals can address to help women stay and thrive in their careers," says Dr. Mariko Ogawa, lead author from the Fukushima Medical University in Japan. Details of the study will be discussed as part of the presentation, "Factors associated with turnover intention among peri- and postmenopausal working women: a cross-sectional study focusing on psychological symptoms." "As more women spend a greater portion of their lives in the workforce, understanding how menopause affects work performance, career satisfaction and retention has become increasingly important," says Dr.
Stephanie Faubion, medical director for The Menopause Society. "This study suggests that psychological symptoms may play a larger role in a woman's decision to consider leaving the workforce than physical menopause symptoms alone. The findings highlight the importance of ensuring that women have access to appropriate medical care, mental health support and workplace resources during the menopause transition." Factors associated with turnover intention among peri- and postmenopausal working women: a cross-sectional study focusing on psychological symptoms Provided by The North American Menopause Society BSc Life Sciences & Ecology.
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