5 common menopause myths that are costing employers talent

Menopause and perimenopause affect nearly half the workforce, often for a decade or more, yet the topic remains one of the least understood and least discussed in HR and benefits conversations. Myths and misinformation not only harm women’s health, they also drive costly turnover, missed promotions, and unnecessary medical spend.

For employers, the stakes are high: untreated symptoms can lead to absenteeism, reduced productivity, and the loss of experienced, highly skilled talent. Addressing menopause in the workplace isn’t just a wellness initiative. It’s a strategic imperative for retention, diversity, and equity.

To explore how organizations can better support women during this critical stage of life, we hosted a webinar with Dr. Kathleen Jordan, Chief Medical Officer at Midi Health, and Lauren Vetter, Director of Strategic Partnerships at Midi Health. The conversation was candid, eye-opening, and full of actionable insights.

Here are five common menopause myths and the steps employers can take to bust them while building a healthier, more inclusive workplace.

Myth #1: Menopause is a short, passing phase

Reality: Symptoms can last 7–14 years, with perimenopause (the transition phase before menopause) stretching across much of a woman’s 40s and sometimes starting earlier.

Workplace impact:

• Chronic fatigue, brain fog, and mood shifts can undermine work performance for years, not weeks or months.
• Long-term struggles without support can push employees off leadership tracks or out of the workforce entirely.

Employer action:

• Create ongoing support programs that recognize menopause as a long-term health stage.
• Build menopause-friendly workplace policies that extend beyond a one-off wellness initiative.

Myth #2: Symptoms only start after periods end

Reality: Many disruptive menopause symptoms at work, like anxiety, panic attacks, insomnia, and brain fog, start years before menopause is officially diagnosed. For women on birth control, with IUDs, or irregular cycles, changes may be especially hard to pinpoint.

Workplace impact:

• Early-stage symptoms are often misdiagnosed as stress, depression, or “just getting older,” delaying effective treatment.
• Employees may struggle silently while productivity and confidence decline.

Employer action:

• Educate staff about perimenopause workplace support.
• Offer manager toolkits on how to have supportive, stigma-free conversations and connect employees to benefits without making assumptions about symptoms.

Myth #3: Every woman’s menopause journey is the same

Reality: Menopause symptoms vary widely. While hot flashes and night sweats affect about 80% of women, others experience migraines, heart palpitations, weight changes, or severe mood shifts, with no “classic” symptoms at all.

Workplace impact:

• One-size-fits-all menopause employee benefits often fail.
• Employees without hallmark symptoms may miss early diagnosis and treatment, leading to prolonged discomfort, worsening health issues, and greater risks to productivity and retention.

Employer action:

• Offer personalized menopause and perimenopause care, such as hormone replacement therapy (HRT), non-hormonal treatments, sleep support, nutrition counseling, and mental health resources.
• Partner with virtual care providers like Midi Health that can tailor solutions to each employee’s unique needs.

Myth #4: OB-GYNs are always trained to treat menopause

Reality: Only 7% of OB‑GYN residents report feeling adequately prepared to manage menopause, and only 31% of OB‑GYN residency programs offer formal menopause education.

Many women need multiple consultations, sometimes five or more, before menopause is recognized as the cause of their symptoms, delaying access to effective care.

Workplace impact:

• “Poly-shopping” between specialists drives up medical claims and increases time away from work.
• Outdated or incomplete advice can prolong symptoms, fueling burnout and attrition.

Employer action:

• Audit your health plan to ensure coverage for clinicians trained in menopause care.
• Include virtual menopause care for employees in benefits offerings to expand access nationwide.

Myth #5: Menopause isn’t a workplace issue

Reality:

• 99% of working women surveyed said menopause symptoms negatively impacted their careers.
• 59% took time off work due to symptoms.
• 21% passed on promotions, and 12% left their jobs entirely.

Workplace impact:

• Untreated menopause threatens retention, leadership diversity, and DEI goals.
• Menopause symptoms cost employers roughly $1.8 billion annually in lost workdays, with a total economic impact, including healthcare expenses, of about $26.6 billion.

Employer action:

• Recognize menopause as a workplace wellness and retention issue, not just a personal health matter.
• Incorporate menopause diversity and inclusion initiatives into company culture, such as adding menopause to DEI policies, creating employee resource groups (ERGs) for midlife health, offering manager training to reduce stigma, and including menopause in wellness campaigns.

Why employers can’t afford to ignore menopause in the workplace

As Dr. Jordan emphasized during the webinar, “Every woman will go through perimenopause and menopause, assuming she lives into her 40s and 50s.” That means the question isn’t whether menopause is affecting your workforce, it’s how much it’s costing you in lost talent, reduced productivity, and unnecessary healthcare spend.

The good news? Solutions exist. Virtual care models like those from Midi Health can reduce healthcare friction and improve access to menopause treatment, and benefit audits can ensure hormone therapy is covered, giving employers clear steps to take.

Employer checklist for menopause-friendly workplaces

Creating a menopause-friendly workplace requires more than good intentions, it takes practical steps that address both access to care and workplace culture. Use this checklist to guide your benefits strategy and ensure employees have the support they need throughout menopause and perimenopause.

• Audit your health plan for menopause-specific coverage, including HRT.
• Promote virtual care options that connect employees to trained menopause specialists.
• Educate managers on the impact of menopause and perimenopause on work performance.
• Create safe channels for employees to discuss symptoms and access resources.
• Communicate benefits year-round so employees know help is available when they need it.

The takeaway from our conversation is clear: Busting menopause myths is about more than correcting misinformation. It’s about retaining talent, protecting productivity, and ensuring women can thrive throughout their careers.

By integrating menopause support into benefits design and culture, employers can keep experienced, skilled women in the workforce—and that’s a win for everyone.

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