Why Menopause Support is Essential for Your Benefits Strategy
As a Total Rewards leader, your success is measured by how well you design and implement programs that attract, retain, and engage top talent, all while keeping costs under control and ensuring high utilization of benefits. You’re responsible for benefits adoption, healthcare cost containment, employee well-being, productivity, and retention.
Menopause Support is More Than a Perk—It’s a Business Strategy
Menopause-related symptoms are costing U.S. employers $28.4 billion annually due to absenteeism, lost productivity, and increased healthcare claims. More than one-third of menopausal employees experience symptoms severe enough to impact their ability to work effectively.
For Total Rewards teams, this isn’t just a health issue—it’s a cost, retention, and engagement issue. Your job is to maximize the impact of your benefits strategy, and ignoring menopause means absorbing unnecessary workforce costs that impact your bottom line and employee well-being.
Total Rewards isn’t just about offering amazing benefits.
It’s about ensuring they are utilized, drive measurable outcomes, and help you hit your targets.
Our programs support your goals!
| Healthcare Cost Containment: | Productivity & Absenteeism Reduction: | Retention & Engagement: |
|---|---|---|
| Without proper menopause support, employees experiencing severe symptoms drive up healthcare costs through avoidable doctor visits, ER trips, and misdiagnoses. Studies show that menopause-related conditions add thousands in unnecessary medical expenses per employee per year. | A Harvard Medical School study found that each employee in menopause costs an employer $2,116 per year in lost productivity alone. Women in menopause are more likely to take sick leave, struggle with cognitive symptoms, or exit the workforce early—driving turnover costs and operational disruptions. | Losing experienced employees in their prime working years is expensive. Menopause symptoms are a top reason senior-level women leave corporate roles. When they leave, the cost of replacing them—including recruiting, training, and lost institutional knowledge—can be two to three times their salary. |
Menopause Wellness Programs Reduce Workforce Costs
See the impact for yourself.
Every employee experiencing menopause symptoms costs your company an estimated $2,116* per year in lost productivity and absenteeism. Multiply that by the number of employees in your organization aged 40-55, and you’ll see the real financial impact of doing nothing.
Use our Menopause Cost Calculator to quantify these costs and discover how a structured menopause support program can reduce absenteeism, improve retention, and lower medical expenses.
*Harvard Medical School Study – Read the full study here.
Menopause Benefits Help You Meet Key Metrics
As a Total Rewards leader, your role is to ensure that every benefits investment drives real business outcomes. Menopause support programs help you:
✔ Reduce turnover costs by retaining senior women at the peak of their careers
✔ Lower healthcare expenses by preventing avoidable medical claims
✔ Boost engagement and productivity through structured workplace education
✔ Improve DEI metrics by ensuring gender equity at all career stages
Let’s build a menopause strategy that drives real business results.
There are thousands of working, menopausal women suffering in silence.
“We can do better in the modern American workplace.”
~ Rachel Anne, Founder Menopause Education Center
Menopausal women are the fastest growing workplace demographic.
Women over 45+ are the fastest-growing segment of the workforce, yet they are exiting leadership roles at record rates due to untreated menopause symptoms.
A lack of menopause support is an avoidable cause of talent loss. Forward-thinking companies are already investing in structured menopause initiatives to:
✔ Keep experienced employees engaged and performing at their best
✔ Reduce hiring and retraining costs from unnecessary attrition
✔ Align with broader workforce well-being and DEI goals
This isn’t just about adding a benefit—it’s about creating an environment where menopause isn’t a reason to leave.
According to one well known workplace insurer;
“Experienced middle-aged women are leaving the workforce in droves. These women are likely to be at the top of their game, but without the right support, at the right time, they are unable to reach their full potential.”*
*AON Study
How We Can Help Your Business
No one should be afraid or embarrassed to talk about menopause. Making menopause an inclusive subject will help make your organization a great place to work.
