Neurodiversity and the Menopause: Why It Matters

The GAIN Neurodiversity and Menopause survey received many thoughtful, insightful, and deeply personal comments and stories. To respect the privacy of those who contributed, we have not shared these in full. Instead, this article includes carefully edited and anonymised quotes that reflect the openness and richness of the responses we received.

Responses and commentary from our menopause and neurodivergence survey presented as a word cloud

For many, the menopause is already a time of significant physical and emotional change. But for those who are autistic, have ADHD, or are otherwise neurodivergent, menopause and the changes it brings can impact their neurodivergent traits; both the strengths they’ve used to establish their career credentials and the challenges, and coping strategies, they navigate day-to-day. For some, the menopause was the catalyst for finally being diagnosed, as traits they had managed to mask for decades became too intense to ignore, or strategies for working around personal challenges became less effective.. 

"Sensory issues related to menopause symptoms, especially hot flushes and temperature regulation issues and hives, have been triggering meltdowns and overwhelm."

Why this matters 

Menopause affects around half the population, often occurring at the point when employees are most experienced, and established in their careers.  These are colleagues with years of hard-won expertise, and for neurodivergent employees, this is while also facing significant barriers to career stability as explored in studies like the VEQ (Vulnerability Experiences Quotient), Zurich’s Recruitment and Neurodiversity Study, and GAIN’s benchmark and annual member survey. Supporting employees through this stage of life isn’t just good practice; it’s good business. 

"For years I found myself overthinking to the point of psychosis. I felt unable to break the what if cycle. When I look back at this time, I don’t recognise myself or thought patterns. Now I’m taking medication I’m much more able to manage thoughts."

A hidden intersection 

Despite its widespread impact, the connection between menopause and neurodivergent experience has not been studied as widely as it could be. Around 50% of the population will go through menopause, yet neurodivergent women often mask their traits throughout their working lives.

This creates a critical intersection of identity, health and employment that deserves much greater attention. 

Neurodivergent professionals already face barriers to career progression and stability. When menopause arrives, many find themselves suddenly struggling with the very skills they’ve relied on for success: hyperfocus, multitasking, emotional regulation, and memorisation. 

"I was off work whilst we worked out how to balance my hormones. The impact on me was huge, especially feeling imposter syndrome, just feeling totally incompetent as brain fog and memory issues were magnified!"

What our survey revealed 

GAIN’s recent pulse survey, conducted over two weeks in late September, gathered over 70 responses across a range of neurotypes. Though small in scale, the consistency of experience was striking: 

• 79% said menopause or perimenopause had increase the challenges they face with their neurodivergent traits overall 

• 90% experienced greater memory issues 

• 88% reported more brain fog 

• 79% faced increased difficulties with mood regulation 

• 74% felt more prone to neurodivergent burnout 

Many also reported a rise in sensory sensitivities, autistic inertia, and difficulty switching tasks or maintaining habits.  In many cases, high performers expressed feelings of imposter syndrome, burnout and lost confidence as they struggled to have their needs understood. 

These findings suggest a pattern of cumulative strain, and a compounding of neurodivergent and hormonal impacts that can easily go unnoticed in the workplace. 

"My brain feels like it's on fire from mid-afternoon of every working day where I've had to do a lot of verbal communication."

The workplace implications 

For employers in our industry, these results have profound implications for talent retention and inclusion. 

The cognitive and emotional changes described above can affect performance, confidence and wellbeing. Without understanding and proactive support, organisations risk losing senior neurodivergent professionals whose expertise is invaluable. 

Survey respondents consistently identified several workplace adjustments that could make a tangible difference: 

• Flexible and remote working to manage sensory and energy needs 

• Autonomy and flexible hours to adapt around fluctuating focus and capacity 

• Peer support networks for neurodivergent colleagues in menopause 

• Sensory-friendly environments and quiet workspaces 

• Access to mental health resources 

The most crucial takeaway, however, is that support must be individualised. Some respondents wanted lighter workloads; others found any suggestion of reduced responsibility deeply undermining. This highlights the need for psychologically safe conversations, led by the employee’s preferences and autonomy. 

GAIN’s mission is to radically improve employment outcomes for neurodivergent people in insurance, investment and finance. That mission extends beyond recruitment. True inclusion means supporting neurodivergent employees throughout the entire career lifecycle,  including through significant life changes. 

The survey also revealed a psychological dimension: for some, menopause triggered self-doubt or imposter syndrome as previously reliable coping mechanisms stopped working. Recognising this as a contextual shift rather than a personal failing is vital for both individuals and managers. 

"I used to be able to feel like I had a hold on things and now everything feels wildly out of control and I'm just about managing to hold on for dear life. Knowing my diagnosis helps immensely to normalise those feelings."

Where do we Go from Here? 

For now, the results from our survey can act as a starting-off point for organisations interested in exploring this topic, and we recommend company ERGs, HR teams and mental health first aiders collaborate on developing resources and practices with menopause and neurodiversity in mind. 

Our short survey was exploratory, and is a first step in a much larger conversation. We plan to expand this research in 2026, with an aim to produce comprehensive guidance for employers and managers. 

Menopause and neurodiversity are both underrepresented in workplace policy. Bringing them together reveals not just an inclusion issue, but a leadership opportunity: to retain experienced, talented professionals at a critical point in their working lives. 

Supporting neurodivergent employees through menopause isn’t simply a matter of adjustment, it’s an investment in institutional knowledge, continuity and human understanding.