The ROI of supporting women through menopause

• Key Insight: Discover how menopause-specific benefits reduce turnover and improve workforce productivity.
• What's at Stake: Rising unaddressed symptoms risk absenteeism, talent loss and hidden operational costs.
• Expert Quote: Joanna Strober — proper menopause support restores clarity, energy and workplace retention.
• Source: Bullets generated by AI with editorial review

Menopause is no longer a silent workplace issue. While nearly half the workforce experiences it at some point in their careers, most employers lack benefits that explicitly address menopause effectively.

Midi Health, a virtual care platform, released a report highlighting the urgent need for targeted support. For benefit managers, this represents both a responsibility and an opportunity: To improve employee well-being and loyalty while strengthening business outcomes.

"The challenges of menopause are undeniable," says Joanna Strober, CEO and founder of Midi Health. "But with the right support, women regain their clarity, energy, and confidence. That's when they not only show up fully at work — they thrive. That's when they're unstoppable." 

Read more: Benefits that help women manage menopause

The state of menopause at work

Menopause involves far more than the stereotypical hot flashes: Women may experience sleep disruption, mood changes, joint pain and difficulties with concentration, all of which can interfere with daily performance and long-term health. 

Despite these health hurdles, Midi found that 93% of women still managed to meet their job requirements before care — but most admitted it came at a high personal cost. Many women choose not to speak up at work due to stigma or embarrassment, with 74% of women saying they "often or always" felt unwell at work before getting care. 

This silence means employers often underestimate the real impact of menopause on their workforce. When left unaddressed, symptoms contribute to absenteeism, presenteeism and turnover, with some women opting to reduce their hours or leave the workforce altogether. The economic cost of untreated menopause symptoms is estimated at $26 billion annually in the U.S. alone, Strober says.  

"For too long women have felt they had to tough it out in silence during perimenopause and menopause," she says. "Women get the work done, but at a cost: Missing promotions, or even considering quitting. Too often, their struggles are dismissed — in healthcare and in the workplace." 

Read more: WIN's new benefit supports women through high risk pregnancies

Although most organizations offer health insurance and general wellness programs, few provide benefits that specifically meet the needs of women in menopause. But benefit managers can take meaningful steps to close these gaps. One important area is medical and clinical support. Ensuring that health plans cover hormone replacement therapy, specialist consultations with gynecologists or endocrinologists, and integrative care such as acupuncture or cognitive behavioral therapy for insomnia can give employees the comprehensive care they need. 

Leading by example can move the needle

Beyond traditional therapy, peer support groups and menopause coaches also create safe spaces for women to share experiences. Wellness programs that incorporate stress management, mindfulness and sleep hygiene resources can also reduce the day-to-day strain of symptoms.

"Support access to care. Our survey found that 91% of women felt better within 60 days of expert menopause care — and nearly three-quarters said it made them less likely to quit or reduce their hours," Strober says. "That's a retention strategy in action. When women are supported, they don't just survive midlife; they thrive." 

Read more: 3 ways to make menopause benefits more inclusive

Leadership acknowledgement of menopause is also a critical piece to removing stigma in the workplace, while manager training ensures supervisors respond with empathy rather than dismissal. Collecting feedback from employees and measuring satisfaction and retention outcomes allow organizations to refine and improve programs over time.

"Benefit leaders can foster open conversations by acknowledging menopause, normalizing discussion and educating teams on the real impacts it can have," Strober says. "When managers show curiosity and empathy, it signals that these challenges aren't taboo. As a CEO, I've realized how much we're missing when women aren't fully supported at work. At Midi Health, we see what happens when care is accessible and symptoms are acknowledged: Women regain their energy, focus, and confidence, and they thrive both professionally and personally."  

While menopause is a natural life stage, it becomes a career-limiting barrier without the right support. Benefit managers are in a unique position to change this reality, and doing so not only benefits employees but also secures business advantages in retention, productivity and employer reputation.

"The conversation is finally shifting — with employers now recognizing that menopause support is just as vital as other benefits like family planning or mental health," Strober says. "My hope is that no woman ever has to navigate this stage alone again."