Menopause in the workplace: how employers can show support (and why they should)

From menstrual cycles and pregnancy to menopause, women face ongoing hormonal changes from a young age. Despite progress in employee benefits like parental leave and fertility treatments, those experiencing perimenopause and menopause have historically received very little support at work, if any.

Perimenopause can start as early as the mid-30s, meaning a significant portion of the workforce consists of women in perimenopausal or menopausal years. Yet, research reveals a lack of workplace support. In one Biote study, 1 in 4 women felt their career development or work-related opportunities were impacted by their menopause symptoms. Over 87% of the women surveyed hadn’t spoken to their employer about their menopause symptoms because they were concerned about the stigma and lack of support.

Supporting perimenopause and menopause can be as simple as making thoughtful changes to workplace culture and your employee benefits package. In fact, you may already offer menopause-friendly benefits that can be re-framed to help employees understand their impact. Here are some effective strategies for offering menopause benefits and support for your employees.

The current state of menopause in the workplace

Beyond the physical symptoms of menopause, people going through this phase of life encounter several other barriers that can make life especially difficult in the workplace.

Physical symptoms of menopause

The effects of perimenopause and menopause can be particularly uncomfortable, especially when navigating them in a workplace setting. Common symptoms that pose unique challenges at work can include:

• Hot flashes: Sudden feelings of intense heat, often associated with flushing in the face.
• Insomnia: Lack of sleep could lead to performance issues at work.
• Brain fog: Perhaps one of the biggest issues for women navigating menopause is the brain fog that can manifest as memory lapses, difficulty concentrating, and generally feeling less able to process information at the same speed.
• Weight gain: Particularly around the abdomen, sudden weight gain can be physically and emotionally distressing.
• Gut issues: Estrogen serves as a regulator of the gut microbiome, so decreases in estrogen that accompany perimenopause and menopause heavily affect gut health. Bloating, gas, and IBS are just a few of the symptoms those going through this change might experience.

Mental effects of menopause

The emotional toll of perimenopause and menopause, combined with the body’s chemical changes, can significantly impact mental health. Common mental health issues can include:

• Depression: Up to 38% of people experiencing perimenopause or menopause have symptoms of depression. Those with a history of depression are 5 times more likely to receive a diagnosis of major depressive disorder during perimenopause.
• Anxiety: 25% of people in experiencing perimenopause or menopause have symptoms of anxiety.

When paired with physical symptoms like brain fog and insomnia, anxiety and depression can leave women feeling inadequate and less productive at work, leading to an overall decrease in performance.

Mis- or non-diagnosis of perimenopause

Upon experiencing symptoms of perimenopause and menopause, many women seek medical help, but because of the lack of specialized care, are often mis-diagnosed. In a recent Mayo Clinic study, only about 7% of OB-GYN residents reported feeling adequately prepared to manage menopause.

Because of this lack of education and support, those looking for answers often go without. In one survey, one-third of women reported waiting at least three years before getting their symptoms diagnosed as menopause-related.

This merry-go-round of doctors visits and non-answers can have a tremendous physical and mental affect.

Stigma of menopause in the workplace

In a recent survey by the UK Parliament, 31% of respondents said they’d taken time of work for menopause symptoms, but less than 1/3 of those respondents told anyone why they were taking time off. 26% of respondents cited their reason why as “being worried about the reaction of others.”

Menopause simply isn’t something that’s normally talked about, making it even more difficult for women to navigate these changes in the workplace.

Why it’s important to talk about menopause at work

With women making up roughly 48% of the U.S. workforce, including 29% in C-suite positions, almost half of your employees will go through (or are currently going through) menopause. As custom employee benefits become more standard, this segment of your team can’t be overlooked.

If your company leverages employee benefits to attract and retain talent, offering menopause support is increasingly becoming something women actively seek or now expect. They want to know that their employer will support them through all of their life stages.

Employee benefits for perimenopause and menopause

You might already offer many of these benefits — it could simply be about tailoring your communication to reach the right audience. Consider these menopause support benefits as you enhance your total rewards package:

Access to menopause care specialists like Midi

Midi offers virtual appointments with expert providers who offer support for the full range of menopause symptoms — from weight gain to sleep issues. And the best part? Many health plans already cover it.

Hormone replacement therapy (HRT)

This treatment is used to “replace” hormones that decline during menopause. Although its use has decreased in past years, it’s still covered by most health insurance plans.

Gym stipends

Physical exercise can offer countless benefits for menopausal women. Weightlifting has been shown to increase bone density, offsetting the effects of osteoporosis. Resistance training can lead to a 50% reduction in vasomotor symptoms like hot flashes. Exercise can also promote better sleep to combat insomnia. Offering a gym stipend gives your employees a simple way to counter the range of symptoms that come with menopause.

Hot flash support

We’re seeing a rise in menopause benefits like office cool rooms, which are created to provide hot flash support. The air conditioner is cranked up, cold drinks are available, and employees can step in for a few minutes to get some relief. Another simple, cost-effective offering: a desk fan. This gives your employees relief throughout the day without having to step away from their desk.

HSAs or FSAs

Beyond the various medical costs that arise during menopause, HSAs and FSAs allow employees to purchase menopause-relief items using tax-free funds.

Menopause leave

Consider adding menopause leave to your PTO policy. Employees will feel more comfortable taking the time they need to manage symptoms without worrying about the stigma.

What are other ways to support menopause in the workplace?

Beyond offering employee benefits, there are other initiatives you can do to reduce the stigma around menopause and women’s health in the workplace.

• Open communication: Talking openly about women’s health shows that you care, and it opens the door for others to talk about it as well.
• Employee resource groups: An employee resource group can provide easy access to guidance and support for those navigating perimenopause or menopause. Creating this type of group isn’t just beneficial for those directly experiencing menopause — it can also support employees helping their spouses navigate this life transition.

How can I take the next step to offer menopause support at my company?

You want to do right by your employees, but there’s not always a clear path forward. Our team of employee benefits experts are here to help guide you as you work toward providing the best experience for your team. Get in touch today to learn more.