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March 17, 2026
While the mental health tax on caregivers is well-documented, new data from Cleo’s latest Family Health Index™ (FHI) report reveals a specific, compounding vulnerability for women in midlife: the effect of menopause.
Across the Cleo population, the FHI report highlights that menopause symptom severity is not just a clinical issue—it is a primary driver of rising burnout risk.
A proportional rise in burnout
Among women navigating their menopause journey, Cleo’s data shows a clear, inverse correlation: as the number of reported menopause symptoms increases, overall FHI scores decline.
Key findings include:
- Widespread impact: 91% of women seeking menopause support report actively dealing with at least one related symptom.
- Mental and emotional load: 77% are experiencing emotional symptoms (anxiety, irritability, depression), while 76% report mental symptoms like forgetfulness and decreased concentration (often called “brain fog”).
- Symptom complexity: On average, women report 2.5 concurrent menopause symptoms, with 2 in 5 specifically reporting sexual health symptoms.
This decline in FHI scores signals a proportional rise in burnout risk, reinforcing that menopause support is a vital lever for talent retention and maintaining workforce stability.
The sandwich generation squeeze
For many women, midlife is the peak of the sandwich generation squeeze: simultaneously caring for children and aging parents while navigating their own hormonal transitions.
The stakes are high for those with heavy caregiving responsibilities:
- Women providing 15+ hours of caregiving per week are 57% more likely to report worse menopause symptoms compared to non-caregivers.
- Half of midlife women with high caregiving loads reported their menopause symptoms as moderate to severe.
Why this matters for employers
Because menopause symptoms and caregiving pressures typically coincide with the pinnacle of a woman’s career, the risk to institutional knowledge and leadership retention is immense. When menopause symptoms are left unmanaged and caregiving burdens remain unsupported, high-performing women are often forced to scale back or exit the workforce entirely.
To mitigate this compounded risk, organizations must move beyond fragmented point solutions. Offering support for both caregiving burden and menopause is essential for improving the physical and emotional wellbeing of midlife women, ensuring they can continue to lead and thrive.
