We recently sat down with Dr Lara Briden, naturopathic doctor and bestselling author of Period Repair Manual, Hormone Repair Manual, and The Metabolism Reset. With nearly 30 years of experience in women’s health and a strong scientific background, Lara works with patients in Christchurch and advises on complex hormone and perimenopause-related health issues. 

Menopause is a natural phase of life that every woman will experience, yet the sometimes symptomatic lead-up to it (called perimenopause) remains one of the most overlooked topics in workplace wellbeing strategies, says Dr Briden. For too long, it has been treated as a private health matter rather than a workplace issue. The reality is that perimenopause affects not only women’s health and wellbeing but also their productivity, career progression, and workplace engagement. 

In New Zealand, where more than half the workforce is female, organisations that ignore perimenopause risk losing talent, diminishing employee wellbeing, and creating cultures that fail to support staff at critical stages of life. 

In this blog, we’ll explore what menopause is, why it matters for the general population, and how workplaces can better support employees navigating this transition. 

What are menopause and perimenopause? 

Menopause (also called postmenopause) is the life phase that begins one year after the final period. It can occur anywhere between age 45 and 55 and is generally a time of good health.  

In contrast, perimenopause (also called “the menopause transition”) is the seven to ten years leading up to menopause and it can be associated with significant health challenges. 

During this transition, fluctuating hormone levels can cause: 

• Hot flushes and night sweats 
• Sleep disturbances 
• Heavy or irregular periods 
• Brain fog and memory lapses 
• Mood changes, including anxiety or depression 
• Fatigue and reduced concentration 

While these symptoms vary in severity, they can last anywhere from a few months to more than a decade. The CIPD report found that 67% of women aged 40 to 60 in employment say perimenopausal symptoms have negative effect on their work performance, 53% had to take time off work, and 17% have considered leaving work due to a lack of support¹.  

Perimenopause at work: the overlooked challenge 

Dr Briden notes that despite its prevalence, perimenopause remains under-discussed in professional settings. Yet its impact on workplaces is undeniable: 

• Absenteeism: Women may take time off for severe symptoms such as insomnia or heavy periods. 
• Presenteeism: Employees may come to work but struggle to focus due to fatigue, brain fog, or discomfort. 
• Retention risks: Without adequate support, mid-career women (often in leadership or specialist roles) may exit the workforce prematurely. 

For HR leaders, People & Capability teams, and business leaders, the business case is clear. Supporting perimenopause at work isn’t just about compassion, it’s about protecting productivity, retaining skilled staff, and creating inclusive workplaces where all employees can thrive. 

What leading workplaces are doing 

Globally, progressive employers are beginning to integrate menopause support into their wellbeing frameworks. While New Zealand is still in the early stages of widespread adoption, Dr Briden recommends the following practices that forward-thinking organisations can consider: 

      1. Flexible working arrangements 

There are two common workplace challenges during perimenopause: sleep disturbances and heavy periods. Offering flexible start times, remote working options, or the ability to adjust hours can make a significant difference for employees managing these realities. 

      2. Education and awareness 

Running workshops, seminars, or information sessions normalises the conversation. When leaders and teams understand what menopause is and how it affects colleagues, stigma is reduced and empathy grows. 

      3. Practical support policies 

Some organisations have introduced formal perimenopause policies that include: 

Paid leave options specific to perimenopause-related health needs 

Access to occupational health support or counselling 

Adjustments to uniforms or work environments (such as breathable fabrics, desk fans, or temperature control) 

      4. Manager training 

Equipping managers with the skills to have sensitive, supportive conversations ensures employees feel safe disclosing their needs without fear of judgment. 

How to build a perimenopause-inclusive workplace 

When asked what the “gold standard” of workplace support looks like, Dr Briden points to a combination of flexibility and culture change. It’s not about singling out perimenopause as a medical problem, but rather recognising it as a life stage that deserves understanding and practical support. 

To get started, HR and executive teams can: 

• Conduct employee listening exercises to understand real needs. 
• Review existing wellbeing policies to ensure they include perimenopause. 
• Create champions or networks where employees can connect and share experiences. 
• Measure impact through retention, engagement, and wellbeing surveys. 

Why businesses must act now 

New Zealand businesses are competing in a tight labour market. Retaining experienced, mid-career women is not only an equity issue but a commercial one. The cost of replacing staff (including recruitment, onboarding, and lost productivity) can reach 1.5 to 2 times an employee’s salary. 

By positioning themselves as perimenopause-friendly employers, organisations signal that they care about the holistic wellbeing of their staff. This strengthens employer branding, aids recruitment, and boosts engagement across the workforce. 

Final thoughts 

Perimenopause is not a niche issue. It touches families, workplaces, and communities across New Zealand. For HR leaders and CEOs, recognising perimenopause as part of the workplace wellbeing agenda is an opportunity to create healthier, more inclusive environments where employees can bring their best selves to work - no matter what stage of life they are in. 

Workplaces that act now to support perimenopause will retain talent and build cultures of trust, resilience, and care. 

References 

^1. CIPD. (2023) Menopause in the workplace: Employee experiences in 2023. London: Chartered Institute of Personnel and Development. Available at: https://www.cipd.org/en/knowledge/reports/menopause-workplace-experiences/