Menopause, often seen as a personal medical issue, is increasingly being recognized as a social experience shaped by culture, class, and the workplace. Research shows that it affects women's careers in varied ways, not because of the menopause itself, but because it highlights existing inequalities in the professional world. These differences are influenced by the resources—personal, social, and organizational—available to women. In many cases, menopause does not create these inequalities, but it brings them into sharper focus. In France, menopause in the workplace is only now becoming a topic of public discussion, despite affecting 17 million women. Each year, around 500,000 women enter this phase of life, with 87% reporting that it impacts their professional activities. This number is growing due to an aging workforce and a lower retirement age. Although the subject has long been a taboo, it is now gaining more political attention. In April 2025, a parliamentary report proposed 25 measures to better integrate menopause into workplace policies and improve working conditions for affected employees. The research, based on 205 testimonies from women across several countries, including China, South Africa, the United States, Zimbabwe, and Zambia, highlights the varied experiences of menopause. It shows that the professional effects of menopause are deeply unequal. In many Western contexts, menopause is often approached through a biomedical lens, focusing on symptoms like fatigue and decreased performance. While the health impacts of menopause should not be ignored, this medicalized view can reinforce stereotypes about aging and gender, leading to stigmatization in the workplace, especially in competitive environments. In contrast, in some African and Asian contexts, menopause is viewed as a social transition that can bring increased recognition or a symbolic status. Some women describe this period as a time of self-redefinition, including on a professional level. One woman shared: "After going through these physical and emotional changes, I feel better equipped to handle stress and difficult situations. I have also become more empathetic towards people facing personal difficulties, which has strengthened my communication and leadership skills." However, across all continents, women in physically demanding or inflexible jobs, which offer little room for negotiation, often assume more domestic responsibilities. This phenomenon is well-documented in sociological literature. For these women, menopause symptoms can be particularly difficult to manage. They have fewer organizational resources and often feel less justified in requesting accommodations. One woman recalled: "The hardest part is definitely the physical work. I get tired quite quickly and then have hot flashes if, for example, I have to help someone take a bath." The severity of menopause symptoms can affect health, productivity, and presence at work. However, the research also highlights a more subtle phenomenon: professional self-exclusion. One woman noted, "I think menopause has prevented me from applying for other jobs I could have applied for. It makes me very unsure of myself and limits my choices." Many women explain giving up on promotions, mobility, or training opportunities not due to a lack of skills, but due to an anticipated high personal cost. This is especially true for women in precarious contexts. Another woman shared: "I think since I entered perimenopause, I am less interested in the evolution of my career. I feel like I have nothing more to offer a position with greater responsibilities." Menopause becomes an issue related to how work is organized. The research shows that the difficulties women face are less about the symptoms themselves and more about how professional constraints interact with available organizational resources. One woman said, "I have not told my employer about my symptoms. But if I did, I would receive no support." Organizational responses often rely on an implicit assumption that employees can adjust their activities or request support on their own. These adjustments are not equally available to all women: those with more professional and organizational resources are better able to cope with menopause, while those in more constrained positions are more likely to experience moral fatigue and professional withdrawal. Existing policies tend to benefit women who already have resources, leaving aside those who need them the most. This confirms recent calls to recognize menopause as a true work issue.