Menopause in the workplace is finally getting the attention it deserves

Over the past few years, there has been more and more talk about menopause in the workplace.–including the need for benefits and support associated with menopause. And as a physician and consultant to large organizations, I see the conversations between companies becoming noticeably deeper.

In fact, menopause is now one of the top three topics I discuss with business leaders. Businesses recognize and openly discuss the opportunity to support millions of women through perimenopause and menopause, as well as the potential contribution to company culture and employee engagement. But in general, business still has to realize significant benefits during menopause. This is reflected in studies including Bank of America and the National Menopause Foundation, which found that 64% of women want menopause-related benefits, but only 14% say their employers recognize the need for them.

The Menopause Foundation of Canada’s study also noted the fast-growing segment of working women aged 45-55, when most women begin menopause, and the billions of dollars lost to the economy each year due to uncontrolled symptoms. The survey added that a third of working women said menopause symptoms had a negative impact on their work performance, and more than two thirds did not feel comfortable talking about their experiences with their manager or HR department. Clearly there is still a lot of work ahead.

This work includes an expanded program of corporate support for menopause, such as removing stigma, encouraging dialogue and, crucially, introducing meaningful policies that specifically address menopause issues. This includes giving women better access to health services and support, and creating active and empathetic allies among colleagues, friends and families.

Corporate support gains momentum as women enter key positions

Pockets of success appear.

BMO recognizes that investing in women’s health is essential to creating a healthy, inclusive and productive workplace that benefits everyone. In 2022, BMO launched its Women’s Health Strategy, which includes initiatives to engage employees and strengthen support for women’s health. Initiatives included webinars with medical experts on women’s health topics, especially those not often talked about or considered taboo, such as menopause, fertility and neurodivergent conditions. These webinars were well received and helped create safe spaces for learning and sharing information.

Lululemon offers its employees menopause counseling through calls and chats with specialized nurse practitioners, and WW, formerly Weight Watchers, provides up to 26 weeks of paid leave for permanent employees who need time off due to menopause-related symptoms.

Overall, I am seeing positive momentum and growing unity in efforts to support menopausal women in the workplace. Guidelines on menopause in the workplace are offered and workplace menopause commitments are signed by thousands of companies, including organizations such as Pfizer, Cummins Inc. and AstraZeneca. Such commitments commit companies to recognizing that menopause is an important issue in the workplace, to talk openly and positively about menopause, and to actively support employees affected by menopause.

Conversations spark improved benefits during menopause

The discussions we see in the workplace are critical to improving the lives of perimenopausal and menopausal women. Simply raising employees’ awareness of menopause and its impact in the workplace, regardless of age, gender or role, can often lead to important and immediate improvements, along with the necessary cultural changes.

By eliminating the awkwardness associated with talking about menopause, companies can create a culture where women feel comfortable disclosing their symptoms and experiences. We’ve heard anecdotes of menopausal leaders pulling colleagues aside to simply tell them that a cooler office is all that’s needed to combat hot flashes and get through the workday. In addition, companies can take simple steps to ensure a comfortable work environment with access to desk fans and quiet, cool spaces, as well as the ability for women to move closer to a window that can be opened or closed. Without education, awareness and understanding, these conversations may not take place and even simple solutions may not be implemented.

Simply mentioning the word “menopause” in existing health and wellbeing policies helps women feel supported and more open to discussion. This is especially important for female leaders, who may be perceived as more confident and leadershipful when they talk openly about menopause and its symptoms than if they try to hide the reasons for their discomfort.

To more deeply support women in perimenopause and menopause, corporations can offer coverage for medical treatments such as hormone replacement therapy and mental health support. Companies can also adjust policies to allow flexible work hours and sick leave policies so women can take time off for doctor’s appointments and daily breaks to manage menopausal symptoms. Supporting long-term absence to address deeper menopause issues is also important, as almost one in four women may experience severe symptoms.

Providing women with these types of enhanced support and benefits during menopause ultimately allows them to remain in their jobs and continue to contribute to their companies. This is especially important given that we live in a time where attracting, retraining and reskilling workers can be a time-consuming, costly and disruptive process.

The work of helping women in the workplace navigate and thrive in the life-changing experience of menopause has begun, but remains relevant and necessary for both women and their employers. It’s time to recognize that preserving the experience, knowledge and productivity of perimenopausal and menopausal women is not only good for women, but also good for business.