In addition to sought-after benefits such as parental leave, bereavement leave, and adoption and fertility assistance, many companies around the world are starting to offer more menopause-related benefits in an effort to support employees more inclusively and holistically.
UK-based companies Vodafone, Diageo, and Aviva, for example, offer access to counseling, flexible working hours, and additional sick leave for employees experiencing menopause. Despite more and more European companies making headlines, the U.S. has traditionally lagged behind other countries in terms of acknowledging and supporting employees’ health in the workplace, and menopause-specific benefits still remain minimal.
However, some companies are making headway. Biotechnology company Genentech has started offering their 13,000+ employees 24/7 access to menopause specialists, a drop-in menopause support group, and on-demand messaging with doctors and coaches who specialize in menopause. A few larger companies including Adobe, NVIDIA, and Bank of America are partnering with third-party menopause care providers, like Gennev and Peppy, to provide support.
More companies should follow suit because menopause has a measurable impact on employees’ livelihood. Studies show 15 percent of women have either missed work or cut back on hours because of menopause symptoms, and that productivity loss costs them around $1.8 billion each year.
Let’s talk about how menopause affects employees and how managers can be more supportive of workers who are currently experiencing menopause or will go through it in the future.
What is menopause?
Menopause is a transitional period that occurs 12 months after a woman's last menstrual period. More than one million people enter menopause annually in the U.S. alone, typically between the ages of 45 and 55. However, surgeries, chronic health conditions, and racial and genetic factors can trigger symptoms even earlier. And since perimenopause, the stage leading up to menopause, consists of hormonal changes as well, individuals may start experiencing menopause-related symptoms as early as age 40.
Common menopausal symptoms may include:
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Hot flashes, flushing, or excess sweating
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Insomnia, fatigue, or exhaustion
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Heart palpitations
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Brain fog, poor concentration, or memory problems
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Joint pain or osteoporosis
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Mood swings, anxiety, or depression
Studies show 75 percent of menopausal women experience at least some temperature dysfunction-related symptoms, most commonly hot flashes and brain fog. A lack of current research into how menopause affects the body coupled with few treatment options allows symptoms to become debilitating. And of course, menopause extends beyond physical symptoms, it can severely impact mental health.
Nathalie Bonafé, a women's health advocate and menopause transition scientific consultant with 25 years of experience in biomedical research, helps women navigate perimenopause, menopause, and beyond, by providing customized education, coaching, and holistic support. She emphasizes that no two people have the exact same symptoms, and there is significant lift needed in terms of education in order to bring workplaces up to speed. She says, “Menopause is a transition, not a disease, and that’s what people need to understand.”
The menopause stigma and its impact on employees
Menopause is a natural part of life, yet unfortunately, it’s still treated as a hush-hush, taboo topic in the workplace. A survey from Bank of America found 80 percent of employees feel uncomfortable talking about menopause at work because it seems too personal. Another survey revealed that while three in five workers deal with menopausal symptoms at work, one in three actively hide its effects from colleagues and managers.
“It's not easy to talk about menopause because there's still a lot of stigma. Right now, there’s more of a grassroots demand for education at this point in the U.S., and I hope we can connect grassroot education with real needs and cross generational borders,” says Bonafé. “There’s a high demand for information and education. Women want to be able to advocate for themselves and understand what menopause is, how they can get tested, how they can know if the test is accurate, etc. When it comes to education and science, there is very little of that in the workplace.”
Because there’s a general lack of understanding of menopause, many employees fear being perceived as “old,” feel hesitant or embarrassed to talk about their bodies, don’t want their colleagues to treat them differently, and so forth. Some fear discrimination, including receiving less meaningful work and fewer promotions and training opportunities from their managers, and even being fired or laid off.
On the flip side, managers also feel uncomfortable broaching the subject. Bonafé says, “Menopause is not simply a medical transition—it encompasses mental health as well—so, that’s where it becomes dicey for human resources (HR) teams. How much does the mental health stigma already play a part? The entire spectrum of employees are uncomfortable. It’s almost like talking about death. We need to educate and train managers about menopause in the same way we’re educating them about diversity, equity, and inclusion (DEI).”
When both parties are reluctant to talk about menopause, employees aren’t able to advocate for themselves, and employers remain unequipped to help employees reach their potential.
Read more: A Word-for-Word Guide to Discussing Mental Health with Direct Reports
What can employers do to support employees going through menopause?
Nearly two-thirds (64 percent) of women want menopause-specific benefits. The women who have access to menopause benefits say it has a positive impact on their work and allows them to bring their best selves to work.
Plus, offering menopause-specific benefits is an inclusive strategy to recruit and retain women employees of all ages. For employees at that stage of life already, working for a company that can ease the transition is enticing, and for workers who will reach that stage later in life, joining a company that’s proactive in their preparation to help them through the transition when it comes is a drawing factor. Here are six ways employers can normalize menopause in the workplace and relieve some of the stress that comes with symptoms.
1. Designate or partner with a menopause specialist
Education should be a top priority when it comes to overhauling your policies regarding menopause in the workplace. Bonafé suggests designating a specialist within the company to do individual consultations or small group discussions, partnering with external menopause experts, or inviting a trained professional to host a series of workshops tailored to different audiences.
“We have to consider, what do men need to know in order to be supportive? What do women need to know? How do we create space for mindfulness around all of the biological, medical, psychological, and mental health-related aspects?” she says. “There is so much trauma being uncovered at this time in a woman's life. We need rountables with scientists or coaches who work intimately with people and access to articles women can use to go to their doctors with and advocate for themselves.”
Creating a safe, judgment-free space is of utmost importance, according to Bonafé, and so is ensuring education extends to all genders in the workplace to promote empathy and understanding.
2. Reassess your medical and mental health care benefits
An alarming 75 percent of women aged 40 to 65 aren’t getting the right health treatment for their needs. Check if your current health insurance covers testing for low bone density and heart health, hormone replacement therapy, and medication prescriptions for menopause. See where you can update and revamp your medical offerings and provide access to healthcare services that specialize in menopause management, including gynecologists or menopause clinics. To boost mental health support, try to include menopause-related mental health support in existing employee assistance programs or offer counseling services, a mental health stipend, or access to a subscription mental health app.
Read more: 29 Companies That Offer Mental Health Support Benefits
3. Allow flexible or remote working arrangements
To accommodate employees dealing with menopause symptoms, offer flexible working hours or remote work options. Allow employees to adjust their schedules and take breaks, and consider offering additional paid leave, sick days, or personal days for employees who need time off for severe symptoms or other related health issues. Permit employees to take medical appointments during work hours.
4. Adapt the workplace environment
Alleviate some of the inconvenience of your employees’ symptoms. One simple way to help is to allow employees some control over their climate. For employees experiencing hot flashes, access to a desk fan or designated areas with constant air-conditioning (or an open window) can be a huge relief. Be open to discussing and implementing other workplace adjustments such as ergonomic chairs, specialized lighting, or dress code adaptations. Create a process for employees to request accommodations in a confidential and non-discriminatory manner.
5. Create a formal menopause policy
Formalize all of the accommodations and benefits above by consolidating them into a documented policy. Make sure employees have access to all the resources available to them, including educational materials, counseling services, support groups related to menopause, employee resource groups, and employee assistance programs.
Emphasize that discrimination or harassment related to menopause is not tolerated and provide clear reporting mechanisms for employees to raise concerns. Confirm your menopause policy complies with any local or national laws regarding workplace accommodations, discrimination, and employee rights, and regularly review and update the menopause policy to ensure it remains aligned with the changing needs of employees.
6. Train and educate HR managers on the topic
Bonafé explains many HR managers are hesitant to discuss menopause because they haven’t received comprehensive education or training on the topic. They may worry about saying the wrong thing or inadvertently causing discomfort or offense. “They wonder, who should we be talking to about this?” she says. “Younger women employees? Men in the office? Post-menopausal women who think they’re through with this phase of life? You also run into obstacles because some women don’t want to talk about it yet because they think, ‘Oh, I’m not there yet, this doesn’t pertain to me.’”
To remediate this, leaders can design training programs that cover the physical and emotional effects of menopause, common symptoms, and potential workplace implications. If in-person training isn’t attainable, e-learning platforms can provide ongoing training resources and materials that HR managers can access at their convenience. It’s also imperative to emphasize the importance of empathy and sensitivity when discussing menopause-related matters.
“One person is not enough,” says Bonafé. “We have to work as a team.”
