A risk for women: 657 million women affected according to the ILO

While women's health is finding more space on the business agenda, the periods of menopause and perimenopause are still addressed in a limited way in employee experience and human resources policies. However, according to an assessment by the International Labour Organization (ILO) in June 2026, approximately 657 million women worldwide are going through menopause while continuing their working lives.

The ILO points out that symptoms associated with menopause can be linked to absenteeism, "presenteeism"—defined as a loss of productivity while at work—and women leaving the workforce early. For this reason, the issue is being evaluated not only as a health topic but also in terms of institutions' capacity to retain experienced employees and workforce productivity.

Corporate well-being and holistic health management consultant and CEO of Elkin Consultancy, Elif Elkin, stated that companies should approach this period in the career journey of female employees more holistically. Elkin emphasized that when women's health is mentioned, institutions mostly focus on fertility, pregnancy, and motherhood, whereas perimenopause and menopause are natural biological processes experienced during the active period of working life.

Ignoring this period creates a significant gap for institutions in terms of talent management.

THE IMPORTANCE OF INCLUSIVE POLICIES

According to Elkin, instead of positioning menopause as a "problem," it is necessary to create a work culture that understands the needs of employees, respects privacy, and is inclusive. This approach can support the retention of employees who have gained experience over the years, manage teams, and carry institutional memory.

Steps that companies can take include providing accurate information, increasing manager awareness, ensuring employees can access expert support when needed, and implementing flexible working practices. Elkin expressed that these topics should not be handled as a new fringe benefit, but with an understanding that views the life cycle of women as a natural part of workplace policies.

According to experts, further research into the effects of menopause on working life makes it necessary to evaluate the issue not only from the perspective of employee health but also from the perspectives of talent management, employee experience, and a sustainable workforce.