How Organizations Can Provide Better Menopause Support

Although most HR professionals are aware that perimenopause and menopause symptoms affect the careers of many women in the workplace, only 22% of them believe their organizations actively work to reduce this stigma for employees. That is according to a new report by Aimed Alliance and HR.com’s HR Research Institute.

The report, Understanding the Health Issues of Women in Midlife, found 81% of the surveyed HR professionals recognize the impact of menopause symptoms on women’s careers, citing consequences such as:

Loss of self-confidence (85%)
Presenteeism — working while unwell (68%)
Loss of engagement (67%)

Yet, workplace culture remains largely unsupportive. Only 41% of the respondents said their organizations actively foster a positive and healthy work environment, and 10% believe discussing menopause or health issues at work is unprofessional.

“Historically, menopause has been a taboo topic with women enduring symptoms in silence despite it being a natural part of aging,” said Maria Trapenasso, the senior vice president and national practice leader for human capital solutions with NFP, Aon’s benefits consulting business. “As people live and work longer, employers who fail to address menopause risk losing experienced talent critical to organizational success.”

Workplace Impact

According to Trapenasso, menopause can manifest itself through different symptoms that significantly affect employees and workplace dynamics. She said common symptoms may include:

Hot flashes. Sudden, intense sensations of heat can cause discomfort and embarrassment, particularly during meetings or in public settings, potentially disrupting professional interactions.
Night sweats. Disrupted sleep from night sweats often leads to fatigue, impairing concentration, focus and overall productivity at work.
Emotional changes. Mood swings, anxiety and depression can challenge interpersonal relationships and decision-making, affecting team dynamics and individual performance.
Physical symptoms. Joint pain, headaches and weight changes may reduce mobility and stamina, contributing to feelings of diminished self-worth and self-doubt about job performance.

These changes can have a variety of workplace impacts, said Trapenasso, such as:

Reduced productivity. Approximately two-thirds of women surveyed by NFP report weekly interference with work performance due to menopausal symptoms.
Career decisions. Research published in the journal Occupational Medicine showed around 35% of women have declined promotions or left roles due to the challenges posed by menopause.
Absenteeism. Mayo Clinic studies indicated 11% of women miss workdays specifically due to menopausal symptoms.
Burnout and attrition. The cumulative impact of these symptoms can lead to burnout, with some women leaving the workforce entirely, contributing to an estimated $26 billion annual loss in U.S. economic productivity and medical costs, according to a Mayo Clinic report.

Address the Stigma

Women in the menopausal phase of their lives generally face stereotypes that they are weak, less competent and less emotionally stable, said Mary Margaret Garza, the lead people scientist at Culture Amp, an employee experience platform.

These stereotypes make it more likely that menopausal women will not self-disclose a need for simple accommodations, such as a desk fan, she said.

“We have to talk about menopause in the workplace to break the perception that it is a taboo subject,” said Stephanie Faubion, a director at the Mayo Clinic Center for Women’s Health and the medical director at The Menopause Society. “Many women may have concerns about even letting their employers know that they are of an age at which one might experience menopause because there is an intersection between ageism and sexism. Also, managers and supervisors may feel ill-equipped to have culturally competent and sensitive discussions about menopause in the workplace.”

Additionally, there is a lack of adequate access to diagnosis and treatment, according to some studies. Julie Campbell, a partner at Mercer, noted that only 20% of obstetrics and gynecology residency programs provide menopause training, and 73% of women aren’t receiving the right treatment for their needs.

One Size Does Not Fit All

Since menopause is largely a variable experience, Garza said employers should not develop “leading practices” that would overgeneralize the needs or experiences of any one woman. “Instead, treat this phase as we would any condition where an individual may need additional time for a deadline or a minor work adjustment,” she said.

Garza suggested benefits like flexible time off and mental health support would be more useful to women experiencing different symptoms.

Campbell shared employers can take several steps to build a menopause-friendly workplace:

Create communication materials, such as a menopause support toolkit for managers and employees.
Leverage employee resource groups to facilitate peer-to-peer support.
Demonstrate visible leadership support, such as having a more senior woman share her menopause story.
Review existing policies concerning dress codes, work flexibility and desk fan usage.

Employers also should review current medical benefits for any gaps in treatment options, Campbell said, including affordability and provider access for:

Symptom relief. This may include coverage for acupuncture, hormone replacement therapy (HRT) and vaginal creams.
Ongoing care. This may include individual treatment plans based on lifestyle and needs, such as hormone therapies, non-hormonal medications, pelvic floor therapy, nutrition plans and mental health support.

To reduce stigmas moving forward, Garza said organizations should continue to develop women who are emerging leaders.

“Have coaching skills ready to tackle negative self-beliefs that may coincide with an adopted stereotype and create an environment with psychological safety for women to come forward and ask for accommodations,” she said.

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