Closing the menopause support gap

Closing the menopause support gap

As today’s workforce grows more age-diverse, employers are under increasing pressure to meet the evolving needs of their teams. Organizations invest millions in wellness programs, flexible work, and mental health initiatives, with 91% of employers anticipating an increase in their investment in mental health support in 2024.¹ One key area remains largely overlooked: menopause support.

The cost? An estimated $1.8 billion per year in the US alone due to menopause-related productivity losses.² If women were able to work to the level of their potential, closing the gender gap in labor force participation at this career stage (in senior and middle management positions), it could increase global economic output by 7%, or $7 trillion,³ highlighting the clear opportunity to boost overall business performance if this need is met.

Providing targeted benefits and support for employees going through menopause not only addresses a growing priority for an important part of the workforce, but it can also reduce these productivity losses. For HR and talent leaders, the question is no longer whether to provide support, but how quickly they can act to meet this demand and improve both employee well-being and business outcomes.

Menopause support is a talent attraction tool

In our survey of 2,892 full-time employees across eight regions,⁴ a staggering 74% of perimenopausal and menopausal employees say they would be more likely to apply for a job at a company that provides menopause support, and even more alarming for employers, 13% are already considering leaving their current role due to a lack of it.⁵ This indicates a significant shift in workplace expectations as a resounding 84% of people experiencing menopause expressed a desire for more support from their employers.

The message is clear: Addressing menopause in the workplace is no longer optional. Forward-thinking organizations that take steps to meet these needs will gain a critical advantage in the race for top talent.

What types of workplace support do employees experiencing menopause want?

Employees either facing or progressing through this natural life change are looking for practical and meaningful workplace support. The most in-demand benefits include:⁶

• Menopause policies: 60% of employees want policies that offer time off and flexible working arrangements. Currently, only 25% of organizations offer these.
• Adjustments to the working environment: 50% of employees want changes like cooling rooms or ergonomic considerations, but only 21% of companies provide them.
• Medical insurance: 48% of employees expect coverage for menopause-related treatments, yet just 22% of employers offer this benefit.
• Access to menopause health professionals: While 46% of employees are asking for this, only 22% of organizations have responded with concrete offerings.
• Educational sessions: 42% of employees seek broader workforce education on menopause, but a mere 19% of employers provide such training.

The discrepancy between expectations and reality presents a prime opportunity for employers to differentiate themselves by closing these gaps and showing a true commitment to employee well-being.

Menopause support expectations vary by region

It’s essential to recognize that how menopausal employees want to be supported varies across regions, reflecting different cultural attitudes, healthcare systems, and levels of awareness.

In many regions, the number one benefit employees want is a formal menopause policy, but nuanced differences then emerge. For instance, in the US, where reliance on private healthcare is higher, 62% of employees expect medical insurance to cover menopause treatments.⁷ By contrast, in Europe, where national healthcare is more prominent, the demand for this specific benefit is lower, with only 38% of UK respondents identifying it as a priority. In addition, the UK has made notable strides by publishing workplace guidance and implementing policies that help both employers and employees understand their rights and obligations.⁸ However, a significant gap remains between what is offered and what employees desire. More than half of the surveyed UK employees called for greater flexibility,⁹ including taking time off for menopause symptoms.

Age also plays a role in expectations. A lack of menopause support can significantly impact an organization’s talent retention and pipeline, particularly for employees in the 40–50 age group. This demographic is more likely to leave their jobs for organizations that offer better menopause support — 16% of employees aged 40–50 have considered resigning due to insufficient perimenopausal and menopause support,¹⁰ while 15% have already left their positions for this reason.¹¹ By comparison, among employees aged 51–75, 12% have contemplated leaving their jobs, and 9% have resigned due to inadequate support.

To improve retention and engage these employees, organizations should focus on enhancing their menopause support and awareness. Our data show that employees aged 40–50 are significantly more likely to expect comprehensive menopause support compared to those aged 51–75. Surveyed employees in the 40–50 age group expressed a stronger need for menopause policies,¹² workplace adjustments,¹³ and awareness sessions¹⁴ compared to 51-75-year-olds. There were no significant differences between the two age groups in their desire for medical insurance covering menopause treatments and therapies¹⁵ or access to menopause-health professionals.¹⁶ Addressing these needs could help retain valuable talent and reduce turnover.

• Conduct a comprehensive audit and gather employee feedback: : Review your current health and wellness policies to identify gaps in menopause-related support. This should include evaluating existing programs around flexible work, healthcare, and mental health services to ensure they address the needs of perimenopausal and menopausal employees. Consider engaging with your workforce directly by conducting surveys, focus groups, or anonymous feedback sessions. It’s essential to capture diverse perspectives, particularly from employees from marginalized racial and ethnic groups, as their expectations and experiences with menopause may vary. This approach will help ensure that any programs or benefits introduced are inclusive, relevant, and sensitive to the unique needs of all employees.
• Design tailored benefits aligned with business goals: Based on your findings, design a menopause support program that addresses the specific needs of your workforce. This could include offering flexible working hours, menopause-specific healthcare services, and mental health resources. It’s also important to link these benefits to broader business objectives. By framing these initiatives as part of your strategy to attract and retain talent — particularly mid-career women — you’ll demonstrate how supporting menopause in the workplace enhances your overall employee value proposition. This connection can help secure leadership buy-in by showing how improved employee well-being directly ties into business outcomes like increased productivity, engagement, and retention.
• Foster an inclusive and open workplace culture: Normalizing conversations about menopause is crucial for the success of any support program. Provide training for managers and HR staff to encourage open, respectful discussions about menopause, helping to reduce any stigma surrounding the topic. Additionally, consider creating peer support groups or appointing wellness champions to offer ongoing guidance and foster a sense of community. This helps create an environment where employees feel comfortable seeking support, ultimately contributing to a more inclusive and supportive workplace culture.

How to cite: Smith, E. & Robotham, K. (2024). Closing the menopause support gap. Catalyst.

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Endnotes

1. 2024 Employee Wellness Industry Trends Report. (2024). Wellable. See Investment Trends and Rising Stars.
2. Faubion et al. (2023). Impact of menopause symptoms in the workplace. Mayo Clinic Proceedings, 98(6), 833-845.
3. Holland, D. & Ell, K. (2023). Closing the gender gap to unlock productivity gains. Moody’s Analytics.
4. We surveyed 2,892 full-time employees in a variety of industries, with top representation from business and professional services (n = 151), education (n = 372), finance, banking and insurance (n = 185), government and military (n = 183), healthcare and medical (n = 455), manufacturing (n = 201), and retail (n = 184) industries in Canada (n = 569), the United Kingdom (n = 641), the United States (n = 647), Australia (n = 520), France (n = 107), Germany (n = 157), the Netherlands (n = 90), and Sweden (n = 161). Our sample was mostly cisgender women (100%, n = 2,868) with some representation of other genders (<1%, n = 8). Almost half of the respondents were White (48%, n = 1,110) and our sample included representation from other racial and ethnic identities as well (e.g., Asian, Black, Indigenous, Latine, or multiracial employees; 52%, n = 1,214). Most respondents identified as heterosexual/straight (90%, n = 2,535), and our sample represented other sexual identities as well (e.g., asexual, bisexual, gay, lesbian, pansexual, or queer employees; 10%, n = 282). Almost half of the respondents were between the age of 40-50 years (45%, n = 1,305), and the rest were between the age of 51-79 years (55%, n = 1,587). Note that participants could skip demographic questions, so totals may not equal 100% or total sample size.
5. Participants were asked whether they would be more likely to apply for a job at a company that offers perimenopause and menopause support than a company that does not, and whether they are planning on leaving their job because of a lack of support for employees going through perimenopause and menopause. They could respond with either “Yes” or “No.”
6. Participants were asked what menopause-related benefits and support would be most useful to them and provided with a list of options to choose from. They were then asked whether their company offers any menopause related benefits or support and were provided with a list of options to choose from. For both questions they could check all options that applied.
7. A chi-square analysis revealed there is a demand for medical insurance to cover menopause-related treatments and therapies in some regions more than others, χ²(7) = 141.88, p < .001. Examination of adjusted residuals revealed the US (8.5) differed significantly from what was expected.
8. Menopause in the workplace: Guidance for employers. (2024, February 22). Equality and Human Rights Commission; J. (2024, March 12). Menopause in the workplace: what organizations need to know about employment law. Menopause friendly UK.
9. A chi-square analysis revealed there is a demand for enhanced time off and flexible working policies in some regions more than others, χ²(7) = 72.08, p <.001. Examination of adjusted residuals revealed the UK employee group (4.6) differed significantly from what was expected.
10.   We chose to separate employees by age in this way because most people typically begin to experience perimenopause in their 40s. See Menopause, Mount Sinai for more information. A chi-square analysis revealed that the percentage of people who report they are planning on leaving their job because of a lack of menopause support differed significantly by age, χ²(1) = 10.05, p <.01. Examination of adjusted residuals revealed the 40-50-year-old employee group (3.2) differed significantly from what was expected.
11.   A chi-square analysis revealed that the percentage of people who report that they have quit their job because of a lack of menopause support differed significantly by age, χ²(1) = 24.40, p < .001. Examination of adjusted residuals revealed the 40-50-year-old employee group (4.9) differed significantly from what was expected.
12.   A chi-square analysis revealed that the percentage of people who want their company to have a menopause policy differed significantly by age, χ²(1) = 14.66, p < .001. Examination of adjusted residuals revealed the 40-50-year-old employee group (3.8) differed significantly from what was expected.
13.   A chi-square analysis revealed that the percentage of people who want their company to provide adjustments to the working environment differed significantly by age, χ²(1) = 10.18, p < .001. Examination of adjusted residuals revealed the 40-50-year-old employee group (3.2) differed significantly from what was expected.
14.   A chi-square analysis revealed that the percentage of people who want their company to provide menopause awareness and education sessions differed significantly by age, χ²(1) = 10.88, p < .001. Examination of adjusted residuals revealed the 40-50-year-old employee group (3.3) differed significantly from what was expected.
15.   A chi-square analysis revealed that the percentage of people who want their company to provide medical insurance to cover treatments and therapies did not differ by age, χ²(1) = 0.15, p < .05.
16.   A chi-square analysis revealed that the percentage of people who want their company to provide access to menopause-health professionals did not differ by age, χ²(1) = 5.03, p < .02.