The Midlife Method · Hub · Programmes

Your workforce

Rough figures are fine — you can refine anything below.

› Fine-tune the assumptions

These defaults come from published menopause-at-work research (see “How this is calculated”). Adjust them to your reality — the estimate updates live.

Estimated annual cost of inaction
€0
Likely range: €0 – €0 a year
 
Prepared with The Midlife Method ROI Calculator. Figures are illustrative estimates based on your inputs and published research.
Where the cost comes from

Three quiet drivers. Presenteeism — capable people working below capacity — is usually the biggest and least visible.

Talent walking out the door€0
Experienced women who leave because of unsupported symptoms — and the cost of replacing them.
Days lost to absence€0
Additional sick days linked to symptoms like poor sleep, migraines and anxiety.
Working at half capacity€0
Presenteeism — brain fog, exhaustion and low focus reducing output while still at work.

What support returns

A menopause-confident programme won’t erase the cost — but recovering even part of it changes the maths.

Estimated return
—
for every 1 invested
Net benefit / year
—
cost recovered minus investment

See the full breakdown for your organisation

Get a tailored one-page report and a no-pressure 20-minute conversation about what a menopause-confident workplace looks like for a team your size.

How this is calculated (and where the numbers come from)›

We keep this honest and open — no black box. Your estimate is built from your inputs and these steps:

The calculation

Affected women = employees × % women × % in the 45–55 band × % significantly affected.
Attrition = affected × % who leave × (salary × replacement cost %).
Absence = affected × extra days × (salary ÷ 220 working days).
Presenteeism = affected × (salary × productivity loss %).
The headline is the sum; the range is roughly ±30% to reflect real-world variation.

The evidence behind the defaults

Around 1 in 10 women have considered leaving work because of menopause symptoms, and roughly a quarter of women report symptoms significant enough to affect them at work. Replacing an experienced employee is widely estimated at 50–200% of their salary. Women over 50 are among the fastest-growing groups in the workforce. Sources include research and guidance from the CIPD, the UK Fawcett Society / government-commissioned menopause-and-work reviews, and Ireland’s Health & Safety Authority and Women’s Health Action Plan. Defaults here sit at the conservative end.

Please read: this is an illustrative planning estimate, not a precise measurement or a promise of savings. Every workplace differs, and the drivers of menopause-related cost are influenced by many factors. Use it to start a conversation, not to make guarantees. The Midlife Method provides wellbeing education and support; it does not provide medical advice.