The Silent Career Killer

In Kenya, a growing number of women in their professional prime are being forced to consider leaving their jobs due to the debilitating effects of menopause. A pervasive culture of silence, coupled with the near-total absence of supportive workplace policies, has turned this natural biological transition into a significant driver of gender inequality in the workforce. Women experiencing symptoms that range from hot flashes and sleep disruption to severe anxiety and memory lapses often suffer in isolation, fearing that disclosure could lead to discrimination or job loss.

This issue strikes women typically between the ages of 45 and 55, a period when many are at the peak of their careers, holding senior and decision-making positions. A study focusing on health workers in Kiambu County starkly illustrated the economic impact, finding that menopausal women experienced a 38% decline in productivity compared to their non-menopausal colleagues. Globally, studies indicate that one in four women have considered quitting their jobs due to the severity of their symptoms, a statistic that Kenyan HR professionals believe reflects the local reality, though Kenya-specific data remains limited.

A Policy Vacuum and a Legal Grey Area

The core of the problem lies in a systemic failure to recognize menopause as a workplace issue. According to Danson Maina, a Group Human Resource expert with 14 years of experience, he has never encountered a corporate policy in Kenya that specifically addresses menopause. It is often treated like any other illness, bundled under general sick-leave policies that fail to account for its unique and often prolonged nature. This policy vacuum leaves managers untrained and unequipped to support their employees, and women hesitant to ask for accommodations.

From a legal standpoint, while the Constitution of Kenya 2010 guarantees the right to the highest attainable standard of health and fair labour practices, these protections have not been explicitly extended to women experiencing menopause. Speaking at Kenya's first-ever National Menopause Conference on Wednesday, August 20, 2025, Supreme Court Judge Njoki Ndung'u and Suba North MP Millie Odhiambo both called for the legal framework to be clarified to protect menopausal women in the workplace. This follows a growing national conversation, with stakeholders urging the government to integrate menopause into national health priorities to safeguard women's wellbeing and economic productivity.

The Economic and Social Cost

The failure to support menopausal women carries a significant economic cost. The International Labour Organization (ILO) estimates that menopause-related productivity losses exceed $150 billion annually on a global scale. In Kenya, the loss of experienced female leaders and employees constitutes a 'leaky pipeline' of talent, undermining efforts to achieve gender parity in senior management. Former Cabinet Secretary Betty Maina has highlighted that untreated symptoms like 'brain fog' in senior decision-makers can directly impact a company's productivity and bottom line.

The social stigma is equally damaging. The topic remains taboo, with no direct word for menopause in Swahili, reflecting its cultural invisibility. This silence extends to the healthcare system, where medical training has historically focused on maternal health, often neglecting post-reproductive stages. As a result, many women misdiagnose their symptoms as stress or other illnesses, and doctors are often ill-equipped to provide adequate support.

Pioneering Change and the Path Forward

Despite the challenges, some entities are beginning to lead the way. Standard Chartered Bank Kenya has become one of the first companies in the region to introduce a comprehensive menopause policy. Their framework, introduced globally in 2023, includes medical coverage for menopause treatment, flexible working options, and training for all staff, including male employees, to foster an inclusive environment. Evans Munyori, the bank's Head of HR for Kenya and Africa, noted that since the policy's implementation, more women are applying for promotions and leadership roles.

Advocacy is also gaining momentum. The inaugural National Menopause Conference in August 2025, co-organised by ICRW Africa and the Reproductive Health Network Kenya (RHNK), aimed to kick-start a national conversation and develop a policy framework for menopause care. The conference is expected to contribute to Kenya's first National Menopause Policy White Paper, laying the groundwork for improved clinical care, workplace policies, and social support systems.

For Kenya to retain its most experienced female talent and uphold its commitment to gender equality, experts argue that a multi-pronged approach is essential. This includes developing clear, legally-backed workplace policies, launching public awareness campaigns to dismantle stigma, and integrating menopause management into the national healthcare agenda and medical training curricula. As advocated by the World Health Organization (WHO), creating supportive environments is not just a matter of employee wellbeing but an economic and human rights imperative.