Why Menopause Matters

According to the Harvard Business Review, in 2020, there were 61 million women over the age of 50 in the U.S. workforce. While a large portion of these women will suffer from symptoms of menopause, very few of them will receive the support they need from their employer. A significant number of these women will even leave the workforce altogether. By taking menopause seriously, absenteeism can be reduced.

One of a company’s greatest assets is its experienced employees. If symptoms of menopause or difficulty supporting a loved one at home going through menopause are interfering with an employee’s performance, your support and awareness at the office can make a huge difference.

There have been lawsuits in response to the dismissal of menopausal symptoms and refusal by employers to comply with anti-discrimination and employment law. Litigation is a great expense that can be easily avoided by maintaining a menopause-friendly workplace.

Studies show increased work impairment and healthcare use during menopause, leading to employee loss and retraining costs for companies. Supporting the work-life balance of these women becomes crucial to retain valuable talent.

Menopause workplace programs help level the playing field with the tools needed to succeed. This fosters respect, empathy, and inclusivity while sending a clear message that your company values each employee’s unique journey.

Normalizing open communication about menopause fosters stronger bonds and trust between colleagues and management. This understanding translates to reduced conflict, better conflict resolution, and ultimately, a happier, more productive workforce that strengthens the company culture.

Organizations should prioritize listening to employees’ needs through surveys and actively implement supportive measures like flexible work arrangements, access to healthcare resources, and open communication about menopause to retain talent and foster a more inclusive workplace.

A study by the Mayo Clinic found that menopause symptoms cost employers $1.8 billion in lost work time and $26.6 billion in medical expenses annually. The study also found that women with severe symptoms were more likely to miss work or experience other adverse work outcomes.

Despite over half of peri- and post-menopausal women reporting negative work impacts from menopause, only 14% feel their employers acknowledge the need for specific benefits. This Bank of America report highlights a growing demand for menopause-focused support in workplaces, with benefits potentially improving work performance and employee well-being.

A new trend sees businesses providing access to specialists, support groups, and hormone replacement therapy to support their female workforce during this life stage, highlighting a growing awareness of the importance of women’s health in the workplace.

A growing number of US employers are offering menopause benefit as their senior women speak out about the need to raise awareness, and destigmatize menopause.

Despite affecting a substantial portion of the workforce, menopause remains underrecognized, leading to lost productivity and talent. It’s time to create more inclusive environments by implementing supportive policies and promoting education about menopause.