By Maria Trapenasso, SVP, National Practice Leader of Human Capital Solutions
Mayo Clinic research reveals that menopause-related symptoms cost an estimated $1.8 billion in lost work time annually in the US, with total costs reaching $26.6 billion when medical expenses are included.
Understanding how menopause affects women in the workplace has become crucial, as the study found that 13% of women experienced adverse work outcomes related to menopause symptoms, with 11% missing workdays specifically due to these symptoms.
Despite affecting approximately 17.5% of the US workforce, menopause in the workplace remains one of the most overlooked aspects of workplace health policy. With substantial financial implications, this oversight of menopause employee benefits is no longer sustainable in today's competitive talent market.
Talent Retention, Culture and Productivity
Organizations that provide menopause benefits at work gain multiple advantages:
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Retaining seasoned talent.
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Strengthening workplace culture.
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Harnessing the full potential of a multigenerational workforce.
With menopause typically occurring between ages 45 and 55 – and perimenopause beginning as early as 35 – this transition coincides with the peak of many careers.
These are employees who:
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Hold critical institutional knowledge.
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Demonstrate seasoned decision-making capabilities.
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Serve as influential leaders who shape company culture.
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Mentor the next generation.
In short, menopausal and perimenopausal employees often represent an organization's most valuable talent pool.
The impact of menopause in the workplace is far-reaching and, to many managers and colleagues, invisible.
Nearly two-thirds of women report that symptoms interfere with their work performance or productivity each week. More troubling still, 35% of women report making career decisions based on their menopausal symptoms — including turning down promotions or leaving positions. This reluctance represents a significant challenge for organizations that need to keep experienced talent in leadership pipelines and preserve institutional knowledge.
More than one million women experience menopause annually in the United States. Projections show that over one billion people worldwide will be experiencing menopause by 2025.
The scope of this natural certainty is expanding rapidly, and employers need to prepare.
Comprehensive Menopause Benefits for Employees
It's important to note that menopause support in the workplace requires more than just leave policies. A successful program relies on buy-in across the organization and typically includes several key components:
- Understanding how menopause affects women in the workplace.
- Recognizing signs that team members might need support.
- Learning appropriate ways to have sensitive conversations.
- Understanding available accommodations and how to implement them.
- Flexible working arrangements.
- Temperature control options for the individual workspace.
- Access to quiet spaces when needed.
- Resources for managing symptoms at work.
- Access to healthcare specialists.
- Workplace support groups.
- Professional counseling services.
- Hormone therapy solutions.
Everyone Gains in an Equitable Environment
On the surface, menopause-specific support might appear to benefit only certain employees. But understand that these policies are just a single component within the broader context of workplace equity. Just as organizations provide parental leave, military leave or accommodations for various health conditions, menopause support ensures all employees can perform at their best during different life stages.
Consider this: Every employee either experiences menopause or has family members, colleagues or friends who do. Creating a supportive environment benefits the entire organization by:
- Retaining experienced talent and avoiding the substantial costs of hiring for senior roles.
- Maintaining diversity and diverse perspectives in senior positions.
- Demonstrating commitment to employee well-being.
- Creating a more understanding and inclusive workplace culture.
Implementation Challenges
Despite the clear benefits, NFP research reveals only 5% of employers currently offer formal menopause accommodations. Common challenges include:
The challenge of implementing menopause support extends beyond policy and economics. Many women remain hesitant to discuss menopause symptoms with managers or HR professionals, fearing potential workplace bias or discrimination.
This reluctance to seek support adds an extra psychological burden to an already challenging transition. The workplace stigma surrounding menopause creates a cycle where employees suffer in silence, making it harder for organizations to recognize the scope of the issue or implement effective solutions.
Breaking this cycle requires creating an environment where employees feel safe discussing their health needs without fear of professional consequences.
- Structuring policies that are both comprehensive and compliant.
- Balancing flexibility with consistency.
- Integrating with existing leave and accommodation policies.
- Understanding the investment required.
- Measuring ROI through retention and productivity.
- Balancing immediate costs with long-term benefits.
As workplace demographics continue to evolve, the question isn't whether to implement menopause support, but how to do so effectively with the resources available. Organizations that move proactively have an opportunity to differentiate themselves in the market while supporting a significant portion of their workforce through a critical life transition.
Take the Next Steps to Provide Menopause Support
By creating comprehensive, equitable policies that support employees through all life stages, including menopause, organizations can build stronger, more resilient workplaces that benefit everyone. After all, creating an environment where every employee can thrive is good business — and the right thing to do.
For more information about implementing menopause support policies in your organization, learn more about NFP's Human Capital Solutions team or get in touch at HumanCapitalSolutions@nfp.com.
