Why Are So Many Women in Midlife Quietly Scaling Back?

It’s not a lack of ambition.

It’s not performance.

It’s not burnout, at least, not in the way we usually talk about it.

Perimenopause is impacting women at work in ways that are too often overlooked. It’s costing companies more than they realize, and it’s time to bring this issue to the forefront. In Maturn’s 2025 Pulse Survey, we asked over 130 women (most in leadership roles across Canada) how perimenopause is affecting their professional lives. What they shared should prompt every HR leader, DEI team, and people manager to pause and reflect:

• 71% say their symptoms are affecting their ability to work
• Only 11% feel safe disclosing what they’re going through
• 1 in 3 have considered stepping back or leaving entirely

Behind those numbers are high-performing women leading teams, mentoring others, and driving business outcomes, all while silently navigating brain fog, sleep disruption, fatigue, and mood swings that often go unsupported and unacknowledged.

And the kicker?

Most workplaces have no plans for this life stage.

This Isn’t a Wellness Issue. It’s a Leadership One

Perimenopause is a natural part of life for women. But without appropriate support, it can become a significant challenge. When organizations fail to recognize this transition, or don’t provide the resources women need, the result is often quiet disengagement, a shift to part-time work, a missed promotion, or an early exit from the workforce. Not because women are less capable, but because the systems around them weren’t designed to support them during this life stage. The result? A quiet drain of institutional knowledge, leadership potential, and cultural continuity at the exact moment organizations need it most. Now is the time to ask: are we creating workplaces where women can lead through every season of life, or just a few?

What the Data Tells Us

Maturn’s 2025 Pulse Survey, with respondents across industries, leadership levels, and geographies, revealed five key truths: Symptoms are real and disruptive.

• Brain fog (67%), sleep disturbances (60%), fatigue (59%), anxiety and mood swings (53%) are deeply affecting performance.
• Stigma is strong. 53% say the lack of understanding or stigma made things worse
• Silence is the norm. Only 11% have openly disclosed what they’re going through.
• Support is a challenge. 54% say their organization is not supportive of midlife health.
• Retention is at risk. 33% have considered reducing hours, switching roles, or leaving their jobs.

What Women Are Asking For

The good news? The solutions are within reach and they benefit everyone.

Here’s what women told us they need:

1. Flexible Work Policies: Remote options. Adaptable hours. Room for rest. Let women lead without forcing them to choose between performance and their health.
2. Medical and Holistic Benefits: Include hormone therapy, naturopathy, supplements, and mental health support as part of your benefits. One size doesn’t fit all.
3. Trained, Empathetic Managers: Leaders who know how to spot signs, hold supportive conversations, and normalize this phase are game changers for retention.
4. Safe Spaces and Peer Support: Employee Resource Groups (ERGs) and peer circles reduce isolation, build community, and drive culture change from the inside out.
5. Leadership Coaching for Midlife: Many women aren’t stepping back. They’re stepping into a new purpose. With the right support, perimenopause can be a powerful leadership moment.

What Employers Should Know

Women don’t want pity. They want progress.

Investing in perimenopause support isn’t a perk, it’s smart business. It protects your leadership pipeline, strengthens engagement, and signals that your organization walks its talk on inclusion and equity. Because let’s be honest. We’ve built strong parental leave supports and we’ve invested in early-career women. But midlife women? They’ve been left out of the conversation. Until now. If you work in HR, DEI, or leadership, now is the time to rethink how your workplace supports women through midlife transitions.

Reach out to book a Discovery Call and learn how Maturn is equipping both women and their leaders to thrive at the intersection of perimenopause and career.