Menopause is going untreated. Here's what employers can do

One of my main goals as a health researcher is to uncover areas where we can do better for certain populations. One such area is menopause.

A recent Evernorth analysis found that more than half of women ages 40 through 64 had experienced symptoms related to perimenopause or menopause, or the process of change leading to the point in life when women permanently stop having menstrual periods, yet only 8% had received a confirmed diagnosis. 

Undiagnosed, untreated, or undertreated symptoms of menopause can have negative impacts for employers because it can lead to lost workdays and higher medical expenses. Approximately 60% of the women in the analysis were employed.

Here are five ways employers can provide better support for employees in this stage of life.

1. Understand the implications
Undiagnosed, untreated, or undertreated menopause means symptoms are not being managed appropriately or at all. Employers fund the cost of this in various ways. 

First, undertreated symptoms can impact engagement at work. The annual cost of lost workdays due to menopause symptoms has been estimated at $1.8 billion in the U.S. Secondly, if symptoms are not being managed with evidence-based medical care, women may turn to alternative treatments that may be inappropriate or ineffective. That can exacerbate their symptoms and lead to unnecessary utilization of health care resources, such as emergency department visits and diagnostic testing. 

The estimated annual medical costs attributed to menopause is nearly $25 billion, which includes out-of-pocket costs.

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

2. Encourage employees to seek medical attention 
Perimenopause and menopause are part of a natural transition that marks the end of a woman's reproductive years. This transition is characterized by symptoms such as changes to the length of menstrual cycles, hot flashes, night sweats, difficulty sleeping, and urinary tract infections. Some women may experience mental and behavioral disorders such as anxiety and disruptions in mood, sleep and cognition. 

For women, talking with a health provider and receiving a medical diagnosis for perimenopause or menopause is the first step to getting appropriate care and puts women on the path to receiving evidence-based, appropriate treatment that will help them manage their symptoms. 

3. Remove the stigma
Employees may hesitate to discuss menopause with their employer when it affects job performance. They may feel embarrassed or worry about discrimination. Encouraging open and honest communication among managers, human resources representatives and employees can ensure that women are familiar with all the benefits available to them, and will be willing to come forward if they need special accommodations. This includes accessing behavioral health benefits, which may be especially important for women experiencing disorders such as disruptions in mood and sleep. 

Another report published by the Evernorth Research Institute found that almost 3 in 4 employees said they didn't have employer-sponsored behavioral health coverage, even though nearly 90% of employers said they offered those benefits. This underscores the importance of increasing awareness of behavioral benefits, which will also help employers realize a larger return on investment in their benefits. 

Read more:  5 facts about menopause support in the workplace

4. Ensure your network of providers is equipped to manage this specialty 
While menopause is almost universal among women, providers are likely to have significant gaps in their knowledge about this stage of life. Recent studies have shown that only 6.8% of medical residents said they were prepared to manage menopausal symptoms, while 20.3% received no training on menopause during their residencies.

Work with your health plan to ensure the provider network is equipped with clinicians who have appropriate skills or training to properly diagnose these symptoms early. Providers who use an individualized or tailored approach when diagnosing, investigating, and managing perimenopause and menopause will be especially effective at helping your employees manage and treat their symptoms.

5. Design a comprehensive benefits plan 
Employers have made progress offering more comprehensive health benefits, but more can be done to support reproductive health needs. This includes having benefits in place to support employees through conception and pregnancy, as well as through perimenopause and menopause. 

Employees expect coverage in these areas, too. A 2024 study by market research firm Ipsos on behalf of Evernorth found 64% of respondents expect access to menopause coverage. 

Read more:  Millennials are hitting menopause, and it's impacting the workplace

Solutions are also needed to promote mental health and emotional well-being during transitional periods. For a fully comprehensive plan design, employers should provide support, flexibility, and benefits to address menopause-related symptoms that meet employees' medical, emotional, and mental health needs.

Evernorth's research is a clear indicator that more can be done to help women during menopause. Employers, health plans, health systems and care providers should rally together to engage women with menopause symptoms early to improve health and outcomes.