Menopausal symptoms and work impairment: the moderating role of psychosocial work factors

Objectives

Menopausal symptoms are common and can negatively affect women’s work functioning. Psychosocial work factors may play a role in how women experience these symptoms and their consequences on work. This study aims to examine the association between menopausal symptoms and work impairment, and whether psychosocial work factors moderate this association among peri- and postmenopausal women.

Methods

Data from 9,490 peri- and postmenopausal women participating in the Dutch Lifelines cohort were used. Measures included self-reported menopausal symptoms, psychosocial work factors (job demands, work pace, influence at work, job insecurity, social support from colleagues, social support from supervisor, and job control), and work impairment. A two-part modeling approach was applied: logistic regression to estimate the likelihood of reporting any work impairment, and a generalized linear model to assess the severity of impairment among those affected. Interaction terms tested whether psychosocial work factors moderated the association between menopausal symptoms and work impairment.

Results

Experiencing more severe menopausal symptoms was associated with both an increased likelihood (OR = 3.04, 95% CI: 2.84–3.26) and greater severity (Exp(β)=1.18, 95% CI: 1.15–1.20) of work impairment. No moderating effects were found for most psychosocial work factors. Only job demands moderated the association between menopausal symptoms and the severity of impairment, with the association being stronger among women with high job demands than those with low demands.

Conclusions

Menopausal symptoms contribute to both the presence and severity of work impairment. Although high job demands amplify this association, workplace strategies should support menopausal women across all work conditions.

Key messages

• Menopausal symptoms are strongly associated with both the likelihood and severity of work impairment among midlife women.

• Findings underscore the need for workplace strategies that support menopausal women across all work conditions to enhance sustainable employability.