Employers across industries are making
But while provider access matters, it's not enough. True menopause support requires something deeper: a shift in culture, education and leadership accountability. Menopause isn't a condition to treat —
Why providers alone don't create change
Adding a menopause provider helps employees access clinical care, but it doesn't automatically create a culture where they feel comfortable using it. Most women aren't leaving the workforce because they lack treatment options. They're leaving because they don't feel seen, supported, or understood.
That's why leading organizations are going beyond benefits and embedding menopause into their inclusion and well-being strategies. They're asking: How do we train managers to respond with empathy? How do we update policies and work environments to support comfort and flexibility? How do we make menopause something we talk about, not something we hide?
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A new standard: Menopause friendly accreditation
In the U.K., hundreds of employers have earned Menopause Friendly Accreditation — a rigorous standard that evaluates culture, training, engagement, environment and policy. Now that same movement is gaining traction in the U.S., with forward-thinking organizations leading the way.
CVS Health recently became the first U.S. employer to achieve Menopause Friendly Accreditation, setting a national precedent for inclusive workplace well-being. Their approach goes far beyond offering clinical solutions. CVS has invested in manager education, awareness campaigns and cultural change initiatives designed to make menopause support an everyday part of workplace life.
They're not alone. Organizations like WebMD Health Services and Bristol Myers Squibb are joining this growing membership community to learn, share best practices and collaborate on new models of support that combine medical access with organizational action.
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The message is clear: Menopause is not a side benefit — it's a leadership and culture priority.
The five pillars of comprehensive support
Accredited employers take a holistic approach built on five pillars:
- Culture: Normalize menopause through storytelling, internal communications and leadership visibility.
- Policies and practices: Review uniforms, workplace temperatures and flexibility policies to ensure physical and psychological comfort.
- Training: Equip managers and HR professionals with the tools and language to have supportive conversations.
- Engagement: Create safe spaces for employees to share experiences and resources through ERGs or well-being groups.
- Environment: Adapt physical spaces to meet the needs of midlife employees, from rest areas to hydration and temperature control.
When organizations integrate these elements, menopause stops being a topic whispered about in private — it becomes part of a broader well-being and equity strategy.
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The business case for doing more
Women in midlife represent some of the most experienced and influential leaders in today's workforce. Yet research shows that many consider stepping back or leaving their roles due to lack of support during menopause. The result is costly — not only in turnover expenses but in lost leadership, innovation and mentorship.
By contrast, employers that create menopause-inclusive cultures report stronger engagement, lower absenteeism and improved retention. Supporting menopause is not simply about compassion; it's about business continuity and long-term organizational health.
From awareness to action
The next wave of progress won't come from adding more benefits — it will come from building more understanding. Menopause Friendly-accredited employers are proving that when you combine clinical care with culture change, everyone benefits.
Because this isn't about managing menopause. It's about modernizing the workplace for a multigenerational, inclusive future where every employee can thrive through every stage of life.
