The business case for supporting employees with menopause

According to Department of Labor data, women ages 45 to 64 make up about 17.5% of the U.S. workforce. But employers are losing out on this vast pool of talent as many women face career barriers due to a lack of menopause support. In a Biote 2022 survey, 17% of women ages 50 to 64 admitted to leaving or considering leaving a job due to menopause-related challenges. With a shrinking pool of younger workers, menopause support is becoming a business imperative. The good news? Menopause support can provide employers with a good return on investment.

Most women reach menopause (stopping menstruation for a year) between the ages of 40 and 58. Women also go through a “peri-menopausal” transition, which typically lasts 4 to 8 years. Common symptoms include hot flashes, headaches, extreme fatigue, insomnia, night sweats, joint pain, muscle stiffness, irregular or heavy periods, anxiety, panic attacks, mood changes, dizziness, memory problems and “brain fog”. Yet women often suffer in silence rather than continuing to advance their careers without support in the workplace.

In a Biote survey, more than 87% of women had never discussed menopausal symptoms with their employers. Their main concerns were stigma and lack of support. About 65% of women said their workplace lacked consideration for menopause. Due to lack of support, absenteeism due to menopausal symptoms is estimated to cause an annual economic loss of $1.8 billion in the United States, according to a 2023 Mayo Clinic report.

Investing in menopause support can reduce absenteeism costs, but that’s only one part of the economic story. Supporting employees through menopause can further benefit employers in at least five ways:

1. Menopause support promotes female leadership

According to a Spencer Stuart report, the average age of new CEOs of S&P 1500 companies in 2023 will be 56.2 years old. Many women are stepping into leadership roles at a time when menopausal symptoms are at their peak. “Employers who don’t provide menopausal support will fire talented women at the height of their careers,” Jack Tuckner, a women’s rights attorney and founding partner at the law firm Tuckner Sipser, said in a phone interview.

However, women often miss out on or are denied opportunities for career advancement due to menopause. A Biote survey found that one in four women felt their menopausal symptoms had affected their career advancement or job opportunities. According to Mayo Clinic researchers, this is “a potentially unrecognized reason for the leaky leadership pipeline and the low number of women in senior management roles.”

So getting serious about promoting women into leadership means getting serious about providing menopause support. The benefits are huge: Research shows that gender diversity in leadership improves companies’ financial performance, customer service and innovation.

2. Menopause support helps recruit and retain the talent you need

With the U.S. labor market facing a decline in younger workers, employers can’t afford to ignore middle-aged women. “The biggest reasons for companies to support middle-aged women are demographic and economic,” Bradley Shulman, founder and CEO of Human Change, said in an email. “Without their participation, companies will struggle to meet their talent needs.”

Menopausal support is a means to both retain and recruit employees. According to a 2022 survey of 1,000 female employees aged 40 to 55 conducted by Carrot Fertility, about one in five women have considered changing jobs for better menopausal support, and 22% said they would consider early retirement due to menopausal symptoms. In Biote’s survey, about six in ten women said that when considering an employer, it is important for the company to demonstrate a commitment to supporting employees with menopause.

3. Menopause support improves brand ambassadorship

A 2023 study by Bank of America and the National Menopause Foundation found that women who have access to menopause benefits are significantly more likely to recommend their employer as a great place to work. Women who have access to menopause benefits are also more likely to recommend their company’s products and services. So an investment in menopause support is also an investment in a brand ambassador.

4. Menopause support reduces legal risks

Employers face increased risk of menopause discrimination lawsuits under various federal and state laws governing gender, age, disability and pregnancy-related medical conditions. This risk can be mitigated through workplace education and training managers to communicate with women about their menopause-related needs. “The dialogue process often leads to a less expensive and more effective response,” Professor Marcy Currin, director of the Legislative/Civil Rights Clinic at UDC School of Law, explained in an email.

Typical accommodations include providing cooling fans or temperature-controlled rooms, expanding access to water and restrooms, modifying uniforms or dress codes, providing wellness rooms for breaks, allowing unscheduled breaks, flexible work hours, remote work options, temporary or intermittent leave for periods of acute symptoms, etc. These types of workplace accommodations can not only reduce legal claims, but also reduce absenteeism and turnover.

5. Offering menopause benefits can give you a competitive advantage

In a Carrot Fertility survey, 92% of women agreed that their employers should offer menopause benefits for a variety of reasons, including improved employee retention, productivity, job satisfaction, workplace culture, and gender equality. A Bank of America survey found that nearly two-thirds of women would like menopause-specific support in the workplace. Yet, a Mercer report found that only 15% of U.S. companies will offer menopause benefits in 2024. This disconnect suggests that employers could gain a competitive advantage by offering menopause benefits.

Companies can start by auditing existing health insurance to ensure that menopause is covered. For example, not all health insurance plans cover menopause treatments, including hormone replacement therapy. Employers can also approve menopause-related services under existing lifestyle spending accounts or other mental health and wellness programs. Other benefits could include access to menopause specialists, preventive testing, nutritional counseling, and more.

As awareness of menopause increases, so too do the resources available to employers. Benefits specialists such as Carrot Fertility, Maven, Midi, MiDOViA, The Pause Technologies and Winona offer menopause-related workplace packages, training and other resources, making support more available in the workplace.