Supporting Sustainable Careers for Midlife Women: Evidence on Workplace Support, Financial Stress, and Employee Retention

Abstract

This review examines how workplace support and financial stress influence the wellbeing and career sustainability of midlife women aged 40–65 years. During this life stage, women often experience menopause while simultaneously managing demanding professional responsibilities and caregiving obligations for both children and aging parents. Using PRISMA-informed systematic review guidelines, peer-reviewed studies published between 1970 and 2024 were identified through databases including PubMed, PsycINFO, and Scopus. The review focused on research addressing menopausal experiences, organizational support, caregiving responsibilities, financial stress, wellbeing, and employee retention. Given the diversity of study designs and measures, findings were synthesized narratively to provide a comprehensive understanding of the phenomenon.The findings reveal that menopausal symptoms, including fatigue, sleep disturbances, cognitive difficulties, and emotional fluctuations, are strongly associated with reduced wellbeing, emotional exhaustion, and increased intentions to leave the workforce. These challenges are further intensified by caregiving responsibilities characteristic of the “sandwich generation,” creating significant work–life pressures. However, supportive workplace environments can substantially mitigate these effects. Flexible work arrangements, empathetic leadership, career development opportunities, and inclusive organizational cultures contribute positively to employee wellbeing, engagement, and retention. Conversely, financial stress acts as a significant risk factor, exacerbating psychological strain and increasing vulnerability to burnout and career withdrawal.The review highlights that midlife women’s workplace experiences are shaped by the intersection of health transitions, family responsibilities, financial pressures, and organizational practices. Consequently, organizations must adopt proactive, gender-sensitive, and sustainable human resource strategies that recognize menopause, caregiving demands, and financial wellbeing as legitimate workplace concerns to support employee wellbeing, strengthen retention, and promote long-term career sustainability.