Menopause, ADHD, and the Workplace: The Hidden Struggles Nobody Talks About

October marks ADHD Awareness Month and Menopause Awareness Month, two areas that have historically been under-recognised, particularly in workplace contexts. This overlap is not just a coincidence. For many, ADHD and menopause are not separate issues but connected experiences.

Recent research from King’s College London (2025) has highlighted something many people have long suspected: menopausal difficulties tend to increase in line with the severity of ADHD symptoms.

For companies committed to inclusion, well-being, and unlocking the full potential of their teams, this study, and others like it, sends a clear message: you can’t effectively support employees by treating menopause or ADHD in isolation. This blog explores the evidence, why it matters in the workplace, and what action organisations can take.

What the Research Found

Here are some of the key findings from the KCL study:

• The study included 656 women aged 45-60; 245 had a formal ADHD diagnosis, of whom 107 were on ADHD medication.
• Whether or not someone had an official diagnosis of ADHD, higher levels of ADHD traits correlated with worse menopausal difficulties, especially in areas like memory, concentration, anxiety, depression, and psychosocial functioning.
• In those not on ADHD medication, ADHD symptoms were especially associated with anxiety, depression, memory, and concentration issues.
• For those on ADHD medication, the correlations extended further: well-being, memory and concentration; psychosocial functioning; and even the degree to which hot flushes and night sweats interfere with daily life.

Why This Matters in the Workplace

Putting these findings in context:

• Many women in the UK go through menopause during their late 40s to 50s, a time when many are highly experienced in their careers, and can often be in leadership or specialist roles.
• ADHD among women is still underdiagnosed. Some estimates suggest 50-75% of women with ADHD may be undiagnosed, meaning many are managing significant symptoms without recognition or support (ADHD Foundation, 2021).
• Overlapping symptoms (brain fog, memory lapses, mood changes, sleep disruption, fatigue) can be attributed to multiple causes. Without awareness and appropriate support, people may feel isolated, unfairly judged, or pushed into burnout.

So there’s a moral and business case: the risk of losing or under-utilising skilled employees, increased sickness absence, lowered productivity, lowered morale, these are real costs. But with the right support, businesses can retain experience, drive loyalty, and build more resilient teams.

Common Workplace Challenges for Individuals with ADHD and Menopause

• Cognitive load and memory issues (remembering instructions, appointments, juggling tasks).
• Concentration and focus difficulties, especially with distractions or with increased stress.
• Mood swings, anxiety or depression — often worsened by hormonal changes, lack of sleep, or feeling unsupported.
• Sleep disruption / fatigue, especially from night sweats or insomnia, undermining performance.
• Daily functioning impacted — e.g. hot flushes or night sweats interfering with meetings or travel; psychosocial symptoms reducing confidence in interaction with colleagues or clients.
• Stigma or misunderstanding, which might lead to avoidance of discussing the issue, or being judged (correctly or not) as disorganised, emotionally reactive, or less capable.

What Organisations Should Do Now

To turn this knowledge into meaningful action, here are practical steps companies can take:

1. Raise Awareness and Training
   • Educate managers and employees about menopause, ADHD, and their overlap.
   • Help people recognise symptoms in themselves or others.
   • Reduce stigma through open dialogue and inclusive communication.
2. Review HR Policies and Benefits
   • Ensure policies explicitly acknowledge menopause and neurodiversity (ADHD) as areas for reasonable adjustments.
   • Include flexible working, phased return, breaks, or remote work where helpful.
   • Reassure employees that seeking support will not lead to penalisation.
3. Create Support Structures
   • Offer coaching, mentoring, or peer groups for people navigating these issues.
   • Provide access to medical or therapeutic support as needed.
   • Establish confidential channels for people to request adjustments.
4. Assess the Working Environment
   • Temperature control, comfortable rest spaces (esp. for hot flushes), breathable clothing policies, or flexibility.
   • Quiet spaces for concentration when needed, fewer open-office interruptions.
   • Optimised meeting schedules to avoid early/late day extremes, allowances for breaks.
5. Monitor and Measure
   • Collect anonymous feedback from employees about how menopause / ADHD symptoms are affecting them.
   • Track metrics such as absenteeism, performance, and retention to see whether supports help.
   • Adjust programmes based on what works.

Thriiver’s Role

At Thriiver, we believe inclusion isn’t optional; it’s essential. We offer tailored services to help your organisation:

• Awareness training for managers and teams that highlight the simultaneous impact of ADHD and menopause.
• Coaching for those navigating challenges in the workplace, looking for strategies to support the employee.
• Workplace needs assessments to identify adjustments that can be made to the work environment and job role, to help employees thrive.
• Policy & culture consultancy to embed inclusive practices around neurodiversity, menopause, flexible working, and beyond.

Conclusion

The King’s College London study provides evidence that ADHD traits intensify menopausal difficulties across many domains, from cognition to well-being to daily functioning. When organisations create inclusive systems that recognise real lived experience, everybody benefits.