- Key insight: Uncover how workplace expectations surrounding perimenopause and menopause symptoms are shifting among employees.
- Expert quote: "This is unarguably relevant in a way that it might not have been before." — Lisa Talamini, SVP of clinical solutions at Wondr Health
- Supporting data: $26.6 billion is lost annually when factoring in medical expenses and one other workplace variable.
Source: Bullets generated by AI with editorial review.
A majority of Americans (68%) believe menopause should be
In a survey of more than 2,000 adults, almost equal numbers of employed men and women (67% and 70%, respectively) said women should not be expected to simply "push through" perimenopause and menopause symptoms. These views
For companies looking to form or improve their menopause benefits strategy, a whole-person approach will have the biggest impact, said Lisa Talamini, SVP of clinical solutions at well-being platform Wondr Health. They can also seek support from a growing number of resources that help with understanding menopause's effects, and the many available employer solutions, all of which can help benefit leaders go into planning mode well informed.
"We've grown so much in our knowledge of menopause … and how it impacts so many aspects of health … I would say this is unarguably relevant in a way that it might not have been before." Talamini said.
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A whole-health issue
To appreciate the health challenges of menopause, people need to understand the interconnection between many different physical and emotional factors, Talamini said. A drop in estrogen can set off a chain reaction across areas like sleep, weight management and heart health, so a truly supportive menopause benefits program needs to cover these areas as well, she explained.
"The opportunity is to take each one of those pieces — you look at nutrition, physical activity, sleep, stress — and in doing that, you can create this total approach that can address all these things at once," Talamini said. "In addressing those issues, you're not only addressing employee health and well-being and quality of life, you're potentially addressing production and health care costs. These benefits benefit all — the individual and the organization as a whole."
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To optimize menopause support, Dr. Tim Church, Wondr Health's chief medical officer, recommends leaders embed it within broader well-being strategies, rather than treat it as a standalone benefit. Leaders should also strive to normalize conversations about this topic "through education, leadership visibility, and ongoing communication," Church said. "When it's integrated this way, it becomes a clear signal that employee health across every stage of life is truly valued and supported."
Talamini said she's encouraged by the survey's results, as they show workplace sentiment has shifted from menopause being "a women's problem to manage privately" to a "natural transition that deserves the same support as any other transition in life." To meet this positive change with recognition and benefits is a crucial next step.
"The power of healthy lifestyle changes to manage symptoms, reduce risk, and ultimately reduce health care costs is really amazing," she said. "Having a holistic program that provides that range, so that you're meeting everyone's needs and optimizing the benefits, is really critical."
More experts share insights on menopause support:
- Listen to a panel of HR leaders and an OB/GYN from Maven:
Building Inclusive Menopause Benefits for a Modern Workforce 5 pillars of menopause support that go beyond benefits CVS Health joins international movement to become menopause accredited Dental benefits are the key to comprehensive menopause care Why Rhode Island's menopause legislation should motivate employers
