Beyond the Obvious: How Menopause Silently Fuels the Midlife Gender Pay Gap
- Ann O'Neill
- May 21
- 3 min read
The conversation around the gender pay gap often highlights critical factors like caregiving responsibilities and the "motherhood penalty." And rightly so – these are significant contributors. Yet, looking at the latest figures reveals another crucial, often overlooked, life stage that coincides with the widening pay gap: menopause.
The 2024 figures show some progress, with median and mean gender pay gaps at their lowest since records began (9.3% and 11.8% respectively). However, the pace is painstakingly slow, suggesting that women currently in their forties and fifties may not see true pay equity throughout their working lives.
A deeper dive into the data reveals a stark reality: the gender pay gap for full-time employees doesn't just persist; it worsens with age.
Consider this:
For employees aged 30 to 39, the gap in 2024 stood at 4.4%.
For those aged 40 to 49, it more than doubled to 9.1%.
For women aged 50 to 59, the gap increased between 2023 and 2024, rising from 11.1% to 12.1%.
The largest gap of all age groups is among full-time employees aged 60 and over, at 13.5%.
The older the generation, the more pronounced the gender pay disparity becomes. While caregiving undoubtedly plays a role, this significant widening in the 40s, 50s, and 60s directly correlates with the typical age range when women experience perimenopause and menopause.
The Menopause Factor
Menopause is not just a health issue; it's a workplace issue with significant economic implications. The symptoms – ranging from hot flashes, fatigue, and joint pain to anxiety, difficulty concentrating ("brain fog"), and sleep disruption – can profoundly impact a woman's performance, confidence, and ability to manage demanding roles.
Without adequate workplace understanding and support, these symptoms can lead to:
Reduced productivity and concentration.
Increased need for time off or adjustments.
Hesitancy to pursue promotions or take on challenging projects.
Women feeling compelled to reduce their hours or even leave the workforce entirely.
This loss of talent and experience disproportionately affects women at a crucial point in their careers when they should be reaching their peak earning potential and leadership roles. Instead, unaddressed menopause symptoms can lead to stalled progression, reduced hours, and ultimately, contribute significantly to the widening pay gap seen in these age groups.
While government focus on childcare is vital for younger women, the data clearly shows that the pay gap problem escalates later in women's careers. Ignoring the impact of menopause means overlooking a major barrier to economic equality for a significant portion of the female workforce.
Moving Forward: A Business Imperative
Addressing the gender pay gap in midlife requires acknowledging all contributing factors, including the profound impact of menopause. This isn't just a welfare issue; it's a business imperative for talent retention, diversity, and productivity.
Businesses need to:
Educate leadership and employees about menopause.
Create supportive and flexible working environments.
Implement menopause-friendly policies and offer practical support.
Foster a culture where women feel comfortable discussing their symptoms and requesting adjustments without fear of stigma or career penalty.
Unless we recognize and actively address how life stages like menopause disproportionately affect female workers at critical points in their careers, closing the gender pay gap – especially for those in their 40s, 50s, and beyond – will remain an unattainable dream. It's time to shine a light on menopause as a key piece of the pay equity puzzle.
By Ann O'Neill, 2025
Comments