How to Support Employees Experiencing Menopause
July 30, 2024
Discover how employers can support employees through the important transitional period of menopause while creating an inclusive and supportive work environment.
Discover how employers can support employees through the important transitional period of menopause while creating an inclusive and supportive work environment.
When it comes to supporting women’s health, menopause has long been considered a taboo topic in the workplace. Now, more employers and employees are changing the status quo by discussing and providing menopause-related care.
Managing menopause-related symptoms can be challenging both personally and professionally for women. Yet, employers who support women experiencing symptoms can positively impact their employees’ well-being and keep retention rates high.
According to the U.S. Bureau of Labor Statistics, in 2023, women ages 45 to 54 years old had labor force participation rates of 75% and are projected to grow. These women represent some of the most seasoned professionals and leaders. They bring a wealth of experience and knowledge, often serving as mentors or managers to young professionals.
Without effective policies and programs, employers may struggle to retain these essential professionals. Employers can cultivate a more inclusive and supportive work environment by addressing the need for support and accommodations.
As a natural biological process, menopause signifies the end of a woman’s reproductive years and typically happens between the ages of 45-55. Menopause is characterized by decreased hormone production, primarily estrogen and progesterone. The hormonal shift brings about a range of symptoms, including hot flashes, night sweats, mood swings, joint aches, cognitive difficulties, and sleep disturbances.
Natural menopause occurs in three stages:
During this process, women can face an increased risk for certain conditions, such as depression, physical challenges, osteoporosis, and cardiovascular disease. Menopause can also be triggered by surgery (e.g., hysterectomy), treatments (e.g., chemotherapy), medical conditions, or other lifestyle factors. While menopause is a universal part of aging, its intensity and duration can differ greatly among women.
Although menopause is a natural stage in women’s lives, many fear bias, discrimination, and stigmatization in the workplace. Consequently, they often choose not to disclose their symptoms to managers and colleagues.
A Bank of America report revealed the following top reasons why women aren’t comfortable discussing menopause at work:
Menopause-related symptoms can last for years, significantly affecting a woman’s life and career. A Mayo Clinic study estimated that menopause symptoms cost U.S. employers $1.8 billion in lost work time due to women experiencing intense symptoms. When factoring in medical expenses, the cost jumps up to $26.6 billion. As a result, employers are considering ways to support their employees experiencing this significant life change.
Employers are now acknowledging and assisting employees experiencing menopause and its varying symptoms. Consider the following strategies:
A 2023 survey conducted by HR consulting firm Mercer found that 15% of large organizations (up 4% from 2022) offer or plan to offer benefits for women experiencing menopausal symptoms. These menopause-specific benefits may include access to menopause health professionals and coverage for hormone replacement therapy through health insurance plans.
Many physical symptoms of menopause overlap with health issues such as stress and anxiety. Employers can integrate elements from existing workplace programs to craft resources tailored to support women experiencing menopause. Supportive policies might include sick leave, paid time off, and flexible work arrangements.
Regular exercise can help relieve menopause-related symptoms, such as mood swings, hot flashes, and potential weight gain. To support their employees through this transitional phase, employers can consider offering group fitness classes, discounted gym memberships, or organizing walking groups during breaks. These initiatives can create a supportive environment that benefits both employees’ physical and mental well-being.
Employee resource groups can offer women a safe space to learn, support one another, and normalize discussions about perimenopause and menopause. Creating a support group allows women to share their experiences, access valuable information, and receive guidance from those facing similar challenges.
Some women may feel uncomfortable discussing their personal experiences openly due to stigma, fear of judgment, or lack of trust in a workplace environment. By providing access to employee assistance programs (EAPs), employees can create a safe space within confidential counseling. EAPs can also offer valuable resources for medical treatment and other supportive services.
Although the discussion surrounding menopause is becoming less taboo, there are still barriers that remain. This stigma can make menopause a sensitive topic for many women to speak about publicly and in the workplace. As women over the age of 40 represent one of the fastest-growing employment groups, employers need to address the growing need for healthcare options associated with the menopausal transition.
For more advice on building menopause support related care into your company’s benefits plan, reach out to one of The Miller Group’s trusted advisors.
