Balancing the Change: How Perimenopause and Menopause Affect Work-Life Balance
By Crystal Lengua-Rowell
Vice President, Industry Executive, Women in Swim Contributor
Perimenopause and menopause mark a significant biological transition that every woman will experience—but in the workplace, especially in traditionally male-dominated industries like ours, these changes often go unacknowledged. Let’s explore how hormonal shifts affect not just the individual but also productivity, workplace culture, and leadership pipelines. Most importantly, it offers insight into how employers and women themselves can better support balance during this life stage—without sacrificing ambition, contribution, or health.
What Are We Talking About, Really?
Perimenopause is the transitional phase leading up to menopause, which is diagnosed after 12 consecutive months without a period. It can begin as early as the late 30s or early 40s and last several years. Symptoms vary dramatically but often include:
- Brain fog
- Fatigue and sleep disturbances
- Mood swings and anxiety
- Hot flashes and night sweats
- Weight fluctuation
- Irregular periods
In an industry where many women hold leadership, sales, or customer-facing roles, these symptoms can complicate daily performance—especially when they’re happening silently.
Why It Matters at Work
Women in the pool and spa sector wear many hats: executive, technician, entrepreneur, caregiver, mentor. This juggling act becomes exponentially harder when your body isn’t playing along. Fatigue can turn a trade show weekend into a health risk. Brain fog can derail a sales pitch or site inspection. Anxiety can make conflict resolution even more draining.
When work and personal demands clash—especially under the unpredictable umbrella of hormonal change—something’s got to give. And too often, it’s the woman’s own well-being.
The Hidden Load
Many of us are mothers, partners, co-workers, neighbors, and/or caregivers to aging parents, and we’re often leading teams at the same time. During perimenopause, the hormonal and emotional load collides with these responsibilities, leaving little energy left for recovery.
We don’t talk about this enough in professional circles. There’s stigma. There’s a fear of seeming “less capable”. However, the truth is that not discussing it is costing companies productivity, innovation, and employee retention.
The Stats Say It All
- Over 80% of women experience menopausal symptoms that interfere with daily life. (https://pmc.ncbi.nlm.nih.gov/articles/PMC10189673/)
- Nearly 1 in 4 women consider leaving their jobs because of untreated or unsupported symptoms. (https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits)
- The average age for menopause in North America is 51, meaning this affects a key leadership demographic. (https://www.cbc.ca/news/health/menopause-women-shame-stigma-answers-1.6702690)
Coping Strategies at Work
Here are some practical, discreet, and empowering strategies to help manage symptoms during the workday:
- Cooling Tools: Keep a small fan or cooling towel nearby, especially during presentations or client meetings.
- Mindful Movement: Take short walks or do light stretching between tasks to reset your body and reduce anxiety.
- Breathe Before You React: Hormonal shifts can trigger irritability or frustration—pause and take a few deep breaths before responding in high-stress situations.
- Brain Fog Backups: Use checklists, voice memos, or digital reminders when memory lapses hit.
- Hydration & Nutrition: Drink more water than usual and avoid skipping meals—blood sugar crashes can amplify symptoms.
- Dress Strategically: Choose breathable layers you can peel off if a hot flash hits mid-meeting.
- Communicate With Boundaries: Let your manager or team know (if you’re comfortable) that you’re navigating hormonal shifts, not burnout or disinterest.
- Schedule Smart: If possible, block focus time during your most alert hours and schedule demanding tasks earlier in the day.
These are not signs of weakness—they’re acts of strategy. Adjusting doesn’t mean you’re less capable. It means you’re leading with self-awareness.
So, What Can We Do?
For individuals:
- Track your symptoms and patterns (apps like Balance or Clue are helpful but you can even journal or use your calendar to track your symptoms).
- Communicate with compassion—advocate for your needs at work without apology.
- Prioritize recovery the same way you prioritize performance.
- Release the stigma surrounding conversations about an inevitable stage in a woman’s life by talking about it/seeking to understand it
For employers and leaders:
- Offer flexible scheduling and work-from-home options when possible.
- Educate your teams with manager training on menopause and mental health.
- Make room in policies for menopause-related sick leave or accommodations.
- Include menopause in your wellness programs—this isn’t a “women’s issue.” It’s a workforce issue.
The Women in Swim Perspective
In an industry that’s often focused on water, heat, and aesthetics, it’s time to include the internal climate too. Let’s make room for honest conversation. Let’s remove the stigma. Let’s support each other through it with as much intention as we put into growing this industry.
Final Thoughts
Menopause is not the end of vitality or capability—it’s a recalibration. One that, if acknowledged and supported, can lead to stronger leadership, deeper empathy, and more balanced lives.
About the Author
