A significant number of women in Singapore experience perimenopause and menopause during the peak of their careers, frequently without disclosing it in the workplace. Recognising the distinction between these two stages is an essential initial step towards fostering environments where midlife health can be discussed openly and effectively supported.
Perimenopause | Menopause |
Typical age: Usually begins in the 40s, although some women may experience it earlier. | Typical age: Usually occurs between 45-55 years, with the average age in Singapore around 49-50 years. |
Transition phase before menopause when hormones start fluctuating. | A point in time when you have not had a menstrual period for 12 consecutive months. |
Periods become irregular and may be heavier, lighter, closer together or further apart. | Periods have stopped completely for 12 months. |
Common symptoms include hot flushes, mood changes, sleep disturbances and brain fog. | Symptoms may continue, and there is greater focus on long-term health such as bone, heart and healthy ageing. |
Table 1: Differences between Perimenopause and Menopause [3] [4] [12]
Some women notice only mild changes during midlife, while others find it affects their sleep, thinking and emotions at work for years. Still, this transition is rarely talked about at work, even though it affects many experienced employees.
Statistics show this is common. A KK Women’s and Children’s Hospital (KKH) study of about 1,500 women aged 45 to 65 found that 7 in 10 had moderate to severe menopausal symptoms, but 70% had not sought medical attention [1]. Many of these women are likely to be experienced professionals and leaders. As Zoe Meunier, Editor of Prevention Australia, said, “greater understanding in the workplace can make an enormous difference to confidence, productivity and retention” [2].
At Fullerton Health, we view this as both a workforce and a health issue. Building an inclusive workplace starts with awareness, which comes from understanding what women may be going through and when.
Perimenopause versus menopause: a shared vocabulary for the workplace
People often use these two terms as if they mean the same thing, but they describe different stages. Menopause is a single moment, confirmed after 12 consecutive months without a period [7]. In Singapore, this usually happens at around age 49 [3].
Perimenopause on the other hand, is the phase leading up to that moment. It can start in the early 40s and last up to 10 years [4]. Early signs can include changes to periods, such as irregular cycles, heavier or lighter bleeding, or periods that are shorter or longer, as oestrogen levels fluctuate and gradually decline [4]. Because these changes can be easy to dismiss, some women may not connect what they are feeling with perimenopause at first.
For employers, the key point is timing. Much of the transition happens before menopause itself, and it can overlap with many years of a woman’s working life. Shared language helps managers and colleagues see this as a gradual process rather than a single event, so that conversations can start earlier and rest on understanding rather than assumptions.
How the transition can show up at work
Perimenopause and menopause affect women in different ways. In Singapore, the most common symptoms are joint and muscle aches, poor sleep, sexual health and urinary symptoms, and physical and mental exhaustion. Hot flushes and night sweats, the most commonly reported symptoms in Western populations, rank fifth in Singapore [3]. Many of these symptoms are less visible than hot flushes, so they can be easy to miss at work.
Women in Singapore have described sleep problems, “brain fog” and emotional stress, which some said affected their work, particularly without workplace support [5]. Research in the region shows why this matters at work. A study of 4,000 working women aged 40 to 60 in Japan found that psychological symptoms were most strongly linked to lower productivity [6].
These changes do not mean women are less capable at work. Instead, energy, focus and comfort may vary in ways others might not notice. As a healthcare provider, our view is that the most helpful workplaces respond to each person’s needs, rather than relying on assumptions about this transition.
Why it often goes unspoken at work
Menopause is not only a health issue, but also a workplace issue. The transition often arrives when many women are at their career peak [7], bringing experience and responsibilities that their organisations rely on. Yet many continue to navigate it quietly.
Some women hesitate to raise menopausal health concerns at work because they worry about how speaking up could affect their jobs [7]. This is not unique to Singapore. In a study of 4,000 working women in Japan, only 25% felt able to discuss menopausal health concerns at work, and less openness was linked to lower productivity [6].
Awareness is also still growing within healthcare. A 2025 KKH study of almost 300 primary care doctors found that 9 in 10 were not confident about diagnosing and treating menopausal symptoms. Singapore’s new guidelines are aimed at healthcare professionals in primary care [1]. Women have also described practical barriers, such as cost and not knowing where to get support [5].
That said, there are positive signs of change. Singapore’s first set of guidelines on managing the menopause transition was launched in February 2026 [3], and a free Menopause Care Playbook launched on 15 September 2026 gives employers and working women practical tools to start these conversations [7][8]. At Fullerton Health, we see real value in workplaces making it normal to ask questions and share experiences, without anyone needing a diagnosis or a formal reason first.
How employers can better support women through the transition
Support does not have to start with a big programme or a special HR team. Three simple steps can make a real difference.
Build awareness. Bringing up the topic through talks, internal messages or awareness days helps make these conversations normal. World Menopause Day, taking place in Singapore on 17 October 2026, is a good place to start [2].
Equip managers. Managers are usually the first people employees talk to. Giving them practical tips to recognise symptoms and start conversations can help employees feel more comfortable speaking up [7]. Training for managers, peer support networks and confidentiality are also among the measures highlighted by the Association of Women for Action and Research (AWARE) [9].
Make support easy to find. Clear directions to medical advice and existing benefits help employees know where to go without needing to ask. The Menopause Care Playbook, developed by a cross-sector taskforce in Singapore, gathers resources available in Singapore [7] and offers adaptable actions, tools and real-world examples for organisations of all sizes, sectors and budgets [8]. It also gives tips for small and medium-sized enterprises without dedicated HR teams or wellbeing infrastructure, and shares case studies of how three organisations supported their staff [7].
Furthermore, support tends to work best when it is part of everyday culture rather than treated as an exception. Small, steady steps, such as having informed managers or clear ways to access care, can make this transition easier for women and their teams.
A longer view: health across the working life
Workplace support is just one part of a bigger picture for women’s health. With an average life expectancy of 85.6 years for women in Singapore, many will spend more than three decades after menopause [10]. Singapore’s guidelines also note that losing oestrogen early in life can carry long-term risks to heart, bone and brain health [3]. Research from the United States suggests that perimenopause may be a window of opportunity for heart health, with perimenopausal women twice as likely as women with regular menstrual cycles to have a low cardiovascular health score [11].
This transition is a good time to focus on preventive health. For Fullerton Health, prevention and continuity sit at the heart of meaningful care. Workplaces that promote regular health checks and make advice easy to find help employees stay healthy throughout their careers, not just during this transition.
One workforce, many needs
Knowing the difference between perimenopause and menopause is an easy first step. It gives managers a common language, helps women feel seen, and makes it easier to start important conversations.
An inclusive workplace recognises the many needs within a single workforce, including those that come with midlife. When employers, healthcare providers and individuals work together, this transition can be met with understanding, flexibility and care, rather than silence. Often, the most useful place to begin is a conversation within your own team.
References
[1] Tan, J. (2026, 21 February). Guidelines for family doctors to manage, treat patients’ menopause. The Straits Times, p. A13. https://www.nuh.com.sg/docs/default-source/newsroom-document/nuh/2026/02_feb-2026/guidelinesfamilydrsmanagetreat-ptsmenopause_st_a13_21feb2026.pdf
[2] Sunil, P. (2026, 20 August). Hear Her: Zoe Meunier on turning menopause from a whispered topic into a bigger conversation. Human Resources Online. https://www.humanresourcesonline.net/hear-her-zoe-meunier-on-turning-menopause-from-a-whispered-topic-into-a-bigger-conversation
[3] KK Women’s and Children’s Hospital. (2026, 20 February). KKH MCHRI launches Singapore’s first set of Guidelines on Management of the Menopause Transition [Announcement]. https://www.kkh.com.sg/news/announcements/kkh-mchri-launches-singapore-s-first-set-of-menopause-management
[4] SingHealth HealthXchange. (n.d.). Perimenopause: When does it start, early signs and how to manage. With Clinical Associate Professor Rukshini Puvanendran, KK Menopause Centre. https://www.healthxchange.sg/how-to-manage/menopause/perimenopause-how-to-manage-symptoms
[5] Aggarwal, I. M., Aiyappan, R., Husain, F. S., Mathur, M., Kathirvel, R., Puvanendran, R., et al. (2026). Navigating menopause in Singapore: Sociocultural, clinical, and policy implications from a qualitative study (MARIE-Singapore). Annals, Academy of Medicine Singapore, 55(1), 5-16. https://annals.edu.sg/navigating-menopause-in-singapore-sociocultural-clinical-and-policy-implications-from-a-qualitative-study-marie-singapore/
[6] Arima, M., Shirato, N., Izumi, M., Edagawa, Y., Suzuki, K., Kawahara, C., & Miwa, Y. (2026, 31 January). Menopausal symptoms, perceived workplace openness and work productivity among Japanese women: Baseline findings from a large-scale cohort study. International Journal of Environmental Research and Public Health, 23(2), 186. https://www.mdpi.com/1660-4601/23/2/186
[7] The Straits Times. (2026, September). Menopause in the workplace: New playbook helps companies create a supportive office culture. (Exact publication date and author to be confirmed.) https://www.straitstimes.com/life/menopause-in-the-workplace-new-playbook-helps-companies-create-a-supportive-office-culture
[8] Huang, Z., Ang, C., Benny, P. A. T., Ghani, Z. A., Ghani, N. S. A., Suhairi, N. A. A., & Chia, C. (Eds.). (2026, 7 September). Menopause Care Playbook: Creating a supportive & inclusive workplace. Cross-Sector Menopause Taskforce. Zenodo. https://doi.org/10.5281/zenodo.22644947 https://zenodo.org/records/22644947
[9] AWARE Singapore. (2026, 1 May). This Labour Day, read about AWARE’s recommendations to MOM for safer and fairer workplaces. https://www.aware.org.sg/2026/05/this-labour-day-read-about-awares-recommendations-to-mom-for-safer-and-fairer-workplaces/
[10] Low, E. (2026, 21 February). Perimenopause hits hard, but 70% of women aren’t getting help. The Singapore Women’s Weekly. https://www.womensweekly.com.sg/your-life/perimenopause-singapore-symptoms
[11] University of Alabama at Birmingham. (2026, 13 May). Perimenopause may offer a “window of opportunity” for heart disease prevention in women [News release]. EurekAlert. Study: Nayak, A., Arora, G., et al., Journal of the American Heart Association. https://www.eurekalert.org/news-releases/1127541
[12] NHG Health. (2026). KTPH menopause. https://www.nhghealth.com.sg/find-care/Service/ktph-menopause