How employers can help support employees going through menopause
Between the sleep-disturbing night sweats, brain fog, memory issues, daytime hot flashes, and mood swings, menopause symptoms can make getting through the day just a little bit harder. For women navigating what should be the peak of their careers, going through “the change” is more than just an inconvenience — it can disrupt the workplace and derail a woman’s career journey.
A major impact on the workplace
Women make up nearly half of the US workforce.1 And more women are working later in their lives: More than 75% of women work throughout their menopause transition and for years afterwards.2 In fact, 10% of workers in the country are women aged 55 or older.3 Although menopause typically occurs between the ages of 45 and 55, it’s not just women in midlife who are affected. Menopause symptoms can start as early as the mid-30s during perimenopause, the transitional time when changes occur in the menstrual cycle as the body moves toward the end of its reproductive years.4
With so much of the workforce affected, companies are starting to realize how significantly menopause symptoms can affect their bottom line. In the US alone, it’s estimated that unsupported menopause symptoms are responsible for $1.8 billion in lost work time and $26.6 billion when medical expenses are added annually.5
How menopause can affect a woman’s career
The biggest impact of menopause may be on how it can shake womens’ confidence, negatively impact their career growth, and sap their motivation. Even the fear of experiencing a hot flash in the middle of a big meeting or an ill-timed bladder leak in the breakroom can ratchet up anxiety. And symptoms like brain fog may have some questioning their ability to effectively do their job. Add in the sleep disturbances that can lead to daytime grogginess and fatigue, and it’s not hard to see the outsized negative effect menopause can have on women in the workplace.
In one survey, 25% of women said they considered not pursuing or did not pursue a leadership opportunity, and 33% said they considered reducing or reduced their workload because of menopause.6
That same research found that menopause symptoms had the biggest impact on women’s self-confidence and self-esteem in the workplace, overall job satisfaction and motivation, and the frequency they worked while feeling unwell or took time off due to symptoms.7
3 steps employers can take to help
Considering those numbers, it’s no wonder companies are waking up to the ways menopause can threaten workplace operations, and limit talent retention and development. Here are some steps employers can take to better support their employees dealing with menopause symptoms.
1. Normalize menopause at work
Menopause is a natural transition that every woman will experience. The first step in supporting midlife women in the workplace is to foster a culture where women who want to talk about their symptoms feel comfortable doing so. But there can be a disconnect between how open HR benefit managers say their company is when it comes to discussing menopause and how supported their employees feel. Some 41% of baby boomer and 36% of Gen X women say they don’t feel comfortable disclosing and discussing perimenopause- and menopause-related symptoms with their manager.8 To overcome this, communicate your organization’s policies and initiatives around menopause clearly and often and be open to employee input.
Create access to information about menopause, its symptoms, and strategies to address them, whether it’s via employee handouts, flyers, or webinars. Sponsoring peer support groups can also be helpful.
2. Adopt menopause-friendly policies and workplace modifications
Make the workplace more comfortable by improving ventilation and allowing employees to have more control over temperature. Allowing more frequent or flexible breaks, including bathroom breaks, may help employees dealing with menopause-related fatigue and bladder control issues.9 Other helpful policies include instituting dress code to allow those who experience hot flashes to wear lighter, more breathable fabrics, providing quiet work areas with minimal distractions for those who are having trouble concentrating, and offering flexible schedule modifications and a hybrid work option for those dealing with diminished sleep due to menopause symptoms.
3. Offer benefits that help support people going through menopause
Working women need support throughout their careers, not just during their child-bearing years. But in 2024, 42% of employers offered fertility benefits, while just 5% offered menopause-specific benefits.10, 11 Menopause-specific benefits may include paid leave, access to menopause-certified providers and preventative screenings, treatments, and counseling that address symptoms.12
Ensuring that workplace benefits are inclusive of menopause can help companies not only retain valuable employees but also attract new ones: Women who have access to menopause benefits are much more likely to recommend their company as a great place to work.13