Menopause is a natural phase of life that affects a significant portion of the workforce—yet it's often overlooked in workplace policies. For World Menopause Day this year, I had the opportunity to present this very topic to ArcelorMittal, one of the world’s largest steel companies. It’s encouraging to see that more companies, both large and small, are starting to understand the importance of supporting their menopausal employees.
Why Supporting Employees Going Through Menopause is Essential
Menopause affects every woman differently, but for many, the symptoms can be debilitating, impacting both their physical and mental well-being. Hot flashes, night sweats, brain fog, and mood swings are just a few of the common symptoms that women experience, often making their workday more challenging.
In fact, recent studies reveal that menopause-related symptoms cost U.S. companies approximately $1.8 billion a year in lost work time. These challenges not only affect productivity but also retention. In the U.K., one in ten women between the ages of 40 and 55 have left a job due to menopause symptoms, and even more have considered it. For businesses, that means losing valuable, experienced talent at a critical stage of their careers.
By creating an environment where menopausal employees feel supported, companies can reduce absenteeism, improve morale, and strengthen employee loyalty. This, in turn, fosters a more inclusive workplace where employees feel empowered to continue contributing to their fullest potential.
How to Create a Menopause-Friendly Workplace
Supporting menopausal employees doesn’t require a complete overhaul of workplace policies, but thoughtful adjustments can make a significant difference. These changes can directly address the symptoms of menopause and help employees feel more comfortable and productive at work.
1. Update Workplace Policies
Flexible Work Arrangements: Menopausal symptoms, such as fatigue, brain fog, and sleep disturbances, can make it difficult to adhere to rigid work hours. Offering flexible schedules or remote work options allows employees to manage their symptoms in a way that works for them. For example, someone experiencing night sweats may have difficulty getting a full night's sleep, and flexible hours enable them to start work later or take breaks when needed. Being able to work from home during particularly difficult days can also provide relief.
Paid Time Off for Health Appointments: Managing menopause often requires medical care, whether for hormone therapy, mental health counseling, or non-hormonal treatments. Ensuring paid time off for these appointments reduces the stress of missing work, allowing employees to prioritize their health without worrying about job security or lost wages. Including time off for mental health services is crucial for managing mood changes, anxiety, and depression that can arise during menopause.
Menopause-Specific Benefits: Some companies, like Microsoft and Adobe, have introduced menopause telehealth services and covered treatments as part of their benefits packages. These services give employees access to expert advice and tailored treatments, addressing symptoms like hot flashes, genitourinary syndrome of menopause (GSM), and osteoporosis. By offering comprehensive benefits that include menopause care, companies show they are serious about supporting employees through this life stage.
2. Improve the Work Environment
Temperature Control: Hot flashes and night sweats, causing sudden, intense feelings of heat and sweating, are among the most well-known menopausal symptoms. These symptoms can be worsened in warm or poorly ventilated workspaces. Providing access to cooling devices, such as fans, air-conditioning, or well-ventilated areas, can help alleviate discomfort. Additionally, having a space to step away and cool down after a hot flash allows employees to regain composure and continue their work without disruption. Some companies also provide cooling breaks in demanding physical environments, such as manufacturing or healthcare, where uniforms or PPE are required.
Restroom Facilities: For women experiencing genitourinary syndrome of menopause (GSM)—which can lead to increased urinary frequency or urgency—accessible and well-equipped restroom facilities are crucial. However, it’s not just GSM that requires attention. Many women in perimenopause also face irregular and often heavy periods, which can make the need for frequent restroom access even more urgent and stressful. In workplaces with restrictive break policies, offering more flexibility for restroom breaks can help employees manage these unpredictable and sometimes severe symptoms. Inadequate restroom access, especially during heavy bleeding, can lead to discomfort, embarrassment, or even health complications. Ensuring that restrooms are well-stocked with sanitary products can reduce this stress and help employees feel supported.
Uniform Adjustments: In industries where uniforms or personal protective equipment (PPE) are required, adjusting uniform policies to include breathable, lighter fabrics and allowing more frequent uniform changes can make a significant difference for women experiencing hot flashes, urinary issues, or the challenges of heavy or unpredictable bleeding. These adjustments are small but impactful ways to help employees manage their symptoms with dignity and comfort.
3. Training and Awareness
Educate Managers and Staff: Creating a menopause-friendly workplace starts with awareness. Training managers to understand how menopause symptoms—such as cognitive difficulties due to brain fog, fatigue, and mood swings—can impact performance and well-being is essential. When managers are educated about these symptoms, they can respond with empathy, offer accommodations, and reduce workplace stigma. For instance, if an employee is experiencing memory issues or difficulty concentrating due to menopause, managers can provide tools like written checklists or allow extra time for certain tasks, helping to minimize the impact of cognitive symptoms on job performance.
Fostering an Inclusive Culture: An open dialogue about menopause destigmatizes the topic and promotes a more inclusive, supportive work environment. By normalizing conversations around menopause, companies can reduce the isolation or embarrassment some women may feel when discussing their symptoms. Companies like Organon Pharmaceuticals, which provide training for managers and implement flexible policies, are leading the way in creating a culture where menopause is openly discussed. This not only helps reduce the stigma around menopause but also allows employees to feel more comfortable asking for the support they need.
How Women Can Help Themselves and Their Companies Evolve
Although it's encouraging that more companies are recognizing the need for menopause support, employees can also play a critical role in driving change. By advocating for yourselves and sharing your experiences, you can help your workplaces become more inclusive.
Here are some ways you can take action:
1. Speak Up About Your Needs
Start the Conversation: It can feel daunting to bring up menopause at work, but open communication is essential for progress. Whether it's requesting a fan for your workspace, asking for more flexible hours, or discussing medical leave options, starting a conversation with your manager is the first step.
Normalize the Topic: By speaking about menopause openly, you help break the silence and reduce the stigma. This can encourage others to share their own experiences, creating a more supportive and understanding workplace.
2. Leverage Existing Resources
Use Workplace Benefits: If your company already offers menopause-related benefits, make sure you’re using them. Whether it’s health appointments, mental health services, or flexible work policies, take full advantage of the support available to you.
Get Informed: Educate yourself on menopause treatment options and workplace rights. The more informed you are, the more empowered you'll be to ask for the support you deserve.
3. Create a Support Network
Find Allies: Connect with coworkers who may be going through similar experiences. Building a support network at work can help you advocate more effectively and offer encouragement to others.
Join or Form a Workplace Group: Many companies are creating employee resource groups (ERGs) that focus on health and wellness, including menopause. If your company doesn’t have one, consider starting a group dedicated to supporting women’s health.
4. Be an Advocate for Change
Propose Policy Updates: If your company doesn’t already have menopause-friendly policies in place, propose changes. Suggest updates like more flexible work arrangements, temperature control, and improved healthcare benefits.
Educate Your Colleagues: Share reputable resources about menopause, such as guides from The Menopause Society. Educating others can build awareness and lead to better workplace support.
5. Be a Role Model
Lead by Example: If you’re in a leadership position, use your platform to support other women going through menopause. Your openness and advocacy can pave the way for a more inclusive work culture where everyone feels supported.
The Business Case for Menopause Support
Aside from the ethical reasons for supporting menopausal employees, there’s a strong business case. Midlife employees are often the backbone of a company, bringing invaluable experience, leadership, and stability. By implementing menopause-friendly policies, companies can retain these skilled workers, ensuring that institutional knowledge is preserved and productivity remains high.
Midlife employees are often some of the most experienced and knowledgeable workers within a company. They bring years of institutional knowledge, leadership experience, and problem-solving skills that are critical to the company’s success. When menopausal employees feel unsupported or overwhelmed by their symptoms, they may consider leaving their jobs, as evidenced by the fact that 1 in 10 women between the ages of 40 and 55 have already left a job due to menopause symptoms.
By implementing policies and workplace accommodations that directly address the challenges of menopause, companies can retain this valuable talent pool. Supporting employees during this phase of life reduces absenteeism and helps prevent burnout, ensuring that these experienced workers remain engaged, productive, and loyal to the company.
In workplaces where menopause support is part of the benefits package, employees are 58% more likely to report a positive impact on their work, according to an AARP study. Additionally, providing such support demonstrates that the company values employees’ well-being throughout their careers.
Creating a menopause-friendly workplace can also be a powerful recruitment tool. As the global workforce ages, more and more women are experiencing menopause while still in their prime working years. Offering menopause support not only helps you retain current employees but also appeals to potential candidates. In fact, 50% of women surveyed said that having menopause-related benefits would influence their decision to join a company.
Companies that are proactive in supporting menopausal employees can distinguish themselves as inclusive, forward-thinking employers. This can be particularly appealing to women looking for a workplace that understands their unique health needs and is willing to accommodate them. It also aligns with broader Diversity, Equity, and Inclusion (DEI) goals by addressing age-related and gender-specific issues that are often ignored.
In sectors where attracting and retaining skilled employees is competitive, menopause-friendly policies can enhance the company’s reputation and strengthen its brand. By showing prospective employees that they are committed to supporting workers at every stage of life, companies foster a sense of trust and loyalty from the outset.
The financial impact of menopause on lost productivity is significant. Symptoms like hot flashes, fatigue, brain fog, and mood swings can interfere with an employee’s ability to focus, perform tasks efficiently, or meet deadlines. This, in turn, leads to higher absenteeism and presenteeism (when employees are physically present but not fully productive).
Implementing workplace accommodations—such as flexible schedules, cooling environments, and adjusted deadlines—directly addresses these productivity issues. When employees feel supported in managing their symptoms, they can perform better and miss fewer days of work, ultimately saving companies from significant financial losses.
Moreover, when women are forced to work through severe symptoms without adequate support, their long-term engagement and job satisfaction plummet. Providing the necessary resources to manage symptoms—like access to medical care or flexible work policies—not only keeps employees healthier and more engaged but also increases overall company productivity.
Conclusion
Supporting menopausal employees is no longer just a "nice-to-have"—it’s a business imperative. As more companies get on board with accommodating their workforce during menopause, they’ll not only see improvements in employee well-being but also in productivity, retention, and overall workplace culture.
Women can also take an active role in this change by advocating for themselves, using available resources, and fostering a supportive environment. If you're an employee looking to drive progress, start the conversation, educate yourself, and empower others to create a menopause-friendly workplace.
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