Why it's time to step up menopause support

Menopause-related productivity loss is estimated to cost U.S. businesses about $1.8 billion annually. Yet many employers are only beginning to recognize menopause as a material workplace and benefits issue with the help of their advisers — in fact, only 18%. 

Menopause is a natural part of midlife for women and usually occurs between the ages of 45 and 55, with a mean of roughly 51 years in the U.S. Women in this life stage are often at the peak of their professional careers while navigating complex, biology-driven symptoms that can affect sleep, mood and performance. And support has traditionally been ad hoc or nonexistent. 

Given that women ages 45 to 55 make up about 20% of the U.S. workforce and as many as one in 10 women report missing work due to symptoms, the case for normalizing health benefits is an easy one to make. Employers that view menopause in benefits design from the lens of other life transitions such as maternity leave and offer a holistic approach will benefit from better employee retention, productivity and loyalty. In a recent Harris Poll conducted on behalf of Wondr Health, two-thirds of Americans (66%) agreed that women experiencing perimenopause or menopause symptoms at work should not be expected to "push through" without letting anyone know. 

While these shared perspectives provide a strong basis for improving benefits design, the reality is that menopause has traditionally been misunderstood and minimized in the workplace. Many women hesitate to speak openly about their symptoms due to stigma and fear that they will be perceived as weak or limited in their performance. 

Menopause is not a condition but a natural life transition that unfolds gradually over several years. As estrogen and progesterone levels decline, it brings a broad set of biological changes that can affect weight, body composition and overall heart, bone and brain health. 

Because these shifts occur differently for every woman, menopause is highly individual and often complex. For these reasons, a holistic approach that considers the whole person is important. When organizations acknowledge these needs and provide flexible, empathetic support, they not only reduce stigma but also foster a culture wherein women feel valued and understood during a critical stage of life. 

Healthcare benefits that take a whole-person approach, integrating physical health, emotional well-being and lifestyle factors, empower a more supportive path for women navigating menopause in the workplace. Effective programs include behavioral strategies for lifestyle change, access to nutrition support and FDA-approved therapies, covering these key components: 

Nutrition and metabolic health

Nutrition for menopause emphasizes anti-inflammatory eating patterns such as the Mediterranean lifestyle, which not only helps address menopausal hot flashes and sugar cravings, but also reduces risk for cardiovascular disease and diabetes. Practical strategies include a plant-forward approach (more vegetables, fruits, whole grains, beans and whole soy foods, heart healthy fats, fish) while moderating inflammatory triggers like sugar, ultra-processed foods and alcohol.

Notably, a new Mayo Clinic observational study points to improved weight loss outcomes when postmenopausal women using tirzepatide were also treated with hormone therapy.  If confirmed in future research, these findings could help inform more tailored treatment approaches for postmenopausal women struggling with obesity and related cardiometabolic conditions.

Because menopause is complex and unique to every woman, personalized treatment is critical to improving symptoms and supporting overall health.

Sleep optimization

Sleep patterns are often impacted by menopause. Many women experience insomnia, frequent awakenings and night sweats resulting from hot flashes, all of which can reduce sleep quality and contribute to daytime fatigue and overall performance in the workplace.

Employer programs should focus on educating women about behaviors that worsen sleep, such as caffeine, alcohol and sugar intake. In addition, guidance should promote better sleep hygiene strategies such as consistent bedtime and wake-up routines, cooling techniques for hot flashes and relaxation practices before going to bed.

Movement and exercise

Physical activity is always important to overall health, but for women in menopause, movement is essential to maintain muscle mass, bone density and metabolism. Effective programs emphasize strength training and weight-bearing activities for muscle and bone health, cardio for heart health and flexibility and balance to reduce fall risk later in life. Encouraging movement throughout the workday supports both heart health and emotional well-being — even five to 10 minute "body-mind breaks" can make a difference in a woman's ongoing quality of life.

Emotional and behavioral health

Menopause impacts emotional health through a combination of hormonal shifts, daily stressors and added family or work responsibilities. Encouraging women to acknowledge their symptoms without judgment and offer themselves consistent self-care and regular health check-ins and screenings are essential for long-term well-being.

Improving women's health elevates employer performance

The business case for offering health benefits to support women experiencing menopause is an easy one to make to your employer clients. By helping employees manage symptoms effectively, organizations enhance productivity, engagement and retention, ultimately protecting institutional knowledge and strengthening overall business outcomes.