Menopause is a natural but challenging stage of life, and 1.3 million women in the U.S. will enter menopause each year, according to the National Menopause Foundation (opens a new window).
Despite this prevalence, the full impact of menopause in the workplace remains widely misunderstood. According to Lockton’s 2023 HR Trends Report, 80% of employers cited menopause as a workplace challenge, yet 65% were unaware of whether their health plans cover menopause-related treatments. For many organizations, menopause symptoms are impacting workplace well-being. But lack of awareness prevents timely support and can contribute to harmful stigma.
Recognizing and addressing the unique aspects of menopause in the workplace is essential for fostering a supportive and inclusive environment. By staying informed and implementing effective strategies, organizations can enhance the health and well-being of their employees throughout this life stage.
Rather than viewing menopause simply as a challenge, employers have the opportunity to embrace advancements in care and cultivate a culture of empathy and respect. This can inspire a more compassionate and understanding workplace, ultimately benefiting the entire organization.
Menopause and its impact on the workforce
There are currently 27 million people, or 20% of the U.S. workforce, in some phase of menopause, according to Let’s Talk Menopause. (opens a new window) As these employees transition throughout the three phases of menopause — perimenopause, menopause, and postmenopause—they can experience a range of symptoms, including but not limited to:
Cognitive changes, such as mood swings, irritability, and brain fog
Genitourinary syndrome of menopause (GSM), a chronic condition affecting the vagina, vulva, and lower urinary tract that can cause pain and urinary difficulties
Hot flashes
Trouble sleeping
Musculoskeletal and joint pain
Depression and anxiety
Symptoms vary in severity, and many will eventually lessen, but there are significant long-term postmenopausal health risks. According to Lockton’s proprietary population health platform, Infolock®, (opens a new window) postmenopausal bleeding, which can be caused by a range of conditions, ranks as the highest cost-claim for menopause-related diagnosis, while climacteric symptoms, like hot flashes and mood swings, are the most common among plan members.
These physical and emotional symptoms can significantly impact workplace satisfaction, fulfillment, and productivity, causing missed workdays, reduced focus, and sometimes even leading to early retirement.
Financial impacts
Menopause-related challenges also have financial implications. Mayo Clinic (opens a new window) estimates that the burden of menopause symptoms leads to an annual loss of $1 billion in the U.S. due to missed workdays. Including medical costs, the total annual loss reaches $26.6 billion.
Taking proactive measures to provide workplace accommodations and support can help enable employees to effectively manage their symptoms, leading to fewer missed workdays and minimizing lost productivity among a more engaged workforce.
Strategies for employers to provide menopause support
There is a spectrum of options for employers who want to take proactive steps to support employees throughout menopause. These options range from low-effort initiatives that all organizations should consider implementing, such as education, to more comprehensive and higher-cost measures that can provide significant support and impact, like additional paid leave or enhanced benefits coverage.
Along this support spectrum, employers can work to create a more inclusive and supportive work environment for employees that fits their unique workplace needs.
Educating employees: Education, both on the effects of menopause in the workplace and the current policies in place, is a key starting point in developing a more informed workplace. Employees are empowered to proactively manage their symptoms and seek the support they need, and managers are better equipped to provide appropriate accommodation.
Fostering a supportive culture: Employers can work to reduce stigma and shame surrounding menopause by fostering a culture of open communication. This could include designating a menopause point person, establishing employee resource groups, or encouraging productive dialogue that normalizes menopause as part of the workplace experience.
Offering flexibility and accommodation: Flexible work hours, remote work options, and physical accommodation, such as cool rooms or access to fans, are options that can help employees manage symptoms. Adjusting workloads during periods of severe symptoms can also reduce the risk of burnout.
Evaluating or enhancing health plan coverage: Consider reviewing your health plan’s coverage for menopause-related treatments, such as hormone replacement therapy and testing for heart and bone health. It can also be beneficial to check if employees have access to knowledgeable providers. Ensure your benefits programs are structured to meet the needs of your workforce.
(Lockton HR Trends Report, 2023)
It’s essential for employers to recognize the diverse needs of their workforce, including menopause support. By being aware and educated on effective strategies, organizations can better meet the unique health and well-being needs of their employees at every stage of life.
We can assist in structuring benefit programs that reflect this diversity and ensure inclusive support for all employees. Visit Lockton People Solutions (opens a new window) or contact us (opens a new window) to learn more.
