Benefits that help women manage menopause

An increasing number of working women are navigating the challenges of menopause while remaining active in their careers. 

Each year, more than one million women in the U.S. enter menopause, many of whom are part of the workforce. While menopause typically begins around age 51, symptoms can emerge much earlier, affecting women's well-being and productivity. At the same time, women over 55 represent one of the fastest-growing segments of the labor market. As this demographic continues to expand, it's crucial for workplaces to recognize and address the unique needs of menopausal employees, fostering a supportive and inclusive work environment. 

While menopause is a deeply personal transition, its impact extends beyond individuals — it also affects the organizations they work for. Without proper support and resources, workplaces risk decreased productivity, increased absenteeism, and even employee turnover.

The experience varies widely, but many women report symptoms that disrupt both daily life and professional performance. While hot flashes, sleep disturbances and fatigue are well-known, menopause brings a far broader range of physical, cognitive, and emotional changes that often go unrecognized. Addressing these challenges isn't just about individual well-being — it's about cultivating a workplace culture that values and supports employees at every stage of life. 

Read more:  5 facts about menopause support in the workplace

Despite its prevalence, menopause remains a stigmatized and often unspoken issue in the workplace, leaving many women to suffer in silence without access to the support they need. As a result, some are considering leaving the workforce altogether — a loss that not only affects individual careers but also has significant implications for employers and the broader economy. 

The stakes are high; when women have the resources to manage menopause while staying engaged in their careers, they can contribute to a measurable boost in both productivity and economic growth. In fact, globally, supporting menopausal employees could drive economic output by an estimated seven percent. Creating a more inclusive and supportive workplace isn't just the right thing to do — it's a strategic investment in the workforce and the economy. 

The role of employers

Employers are uniquely positioned to provide benefits that can help women in their workplace navigate menopause and enhance their health and well-being. Tailoring benefits to address changing needs among this group positively impacts both the individuals as well as the organization. In fact, nearly two-thirds of women said their work was positively impacted when they had access to menopause-related benefits through their employer. 

Many organizations already offer robust benefits programs that can be expanded or adapted to more effectively support employees experiencing menopause. Consider taking an audit of existing offerings and incorporating or updating the following benefits to ensure employees have access to these necessary resources during this stage: 

Employee Assistance Program (EAP) 
Mental health support is essential for all employees, but it's especially valuable for those experiencing menopause. This transitional phase can bring significant emotional and psychological challenges, including mood swings, anxiety, and difficulty concentrating, all of which can impact work performance and overall well-being. 

To truly support menopausal employees, organizations should offer programs that provide access to healthcare providers trained in menopause-related concerns, along with specialized resources to help employees navigate this stage with confidence. By prioritizing comprehensive mental health support, companies can foster a more inclusive, resilient, and high-performing workforce. 

Read more:  Menopause support is a must-have investment for benefit managers

Advocacy and navigation
Employees experiencing menopause may struggle with finding providers to address symptoms and receive the right care. Compassionate, expert support can help connect employees to the appropriate menopause-certified specialists, provide guidance on treatment options, and help navigate insurance and benefits coverage.

Wellness programs
As the body changes during menopause, maintaining physical health is essential. Employers can support employees by offering coaching, nutrition guidance, and stress management resources. These programs help employees feel their best, enhancing both well-being and productivity.

Caregiving support
Many employees in this age group are also caregivers for aging parents, young children, or both. Providing access to programs that help manage caregiving responsibilities can alleviate stress and allow employees to better balance work and home life.

Work-life balance support
Resources including service or provider locators and related concierge services can help employees stay organized and manage daily responsibilities more effectively, helping them prioritize what matters most.

Read more:  How benefit leaders can support the post-partum return to work

Flexible work arrangements
Offering flexible work schedules, remote options, or additional breaks can help employees manage menopause symptoms like fatigue and discomfort. With a thoughtful approach, organizations can provide flexibility while maintaining consistency and productivity.

Culturally competent care
Menopause experiences vary widely, and cultural background can influence how employees perceive and manage symptoms. Ensuring healthcare providers and experts are culturally competent helps employees feel supported in a way that respects their values and preferences.

The value of offering these benefits

As the number of employees experiencing menopause grows, offering menopause-friendly workplace benefits shows a commitment to their health and well-being at every stage, and  fosters a positive, inclusive culture that enhances retention, productivity and engagement. 

Employers can make a meaningful difference by offering resources and support to help employees navigate this stage with confidence.