Nine ways to create a menopause-friendly workplace

Even though over two million Americans experience it each year, menopause is still highly stigmatized, especially in the workplace. Nearly 15% of women have experienced at least one adverse work outcome and 11% have missed work due to menopause symptoms. When combined across the workforce, global productivity losses due to menopause can top $150 billion per year.

Creating a menopause-friendly workplace is good for employees and employers alike. While 64% of employees in a recent survey said they wanted menopause-specific benefits, employers who offer them can see reduced absenteeism, lower healthcare costs, and better workplace diversity and inclusion. From raising menopause awareness to providing flexible workplace accommodations, there are many ways to create a more menopause-friendly workplace. Read on for examples and real-life applications.

Understanding menopause and its impact on the workplace

What is menopause?

Menopause occurs when a person hasn't had their period for 12 or more consecutive months. It typically occurs between the ages of 45 and 55. However, many people with ovaries start experiencing symptoms up to seven years before they officially hit menopause, a time period known as perimenopause. After someone hasn't menstruated for at least 12 months, they enter postmenopause. While some menopause symptoms subside at this time, postmenopausal people are at greater risk of osteoporosis and heart disease.

Menopause symptoms have both physical and mental implications, the degree to which depends on a person's health, background, and lived experience. The most commonly reported symptoms of menopause include:

• Irregular periods
• Hot flashes (or hot flushes) and night sweats
• Brain fog
• Mood changes
• Vaginal dryness and discomfort
• Bladder problems, including increased infections, and incontinence
• Depression and anxiety
• Decreased fertility
• Changes in sex drive
• Loss of bone
• Changing cholesterol levels
• Dry skin
• Weight gain and loss
• Hair loss

How menopause affects work

Menopausal symptoms can have dramatic impacts on a person's quality of life, including their work life. Brain fog, depression, and hot flashes are common symptoms that affect productivity, focus, and motivation.

For many people experiencing menopausal symptoms, leaving their jobs feels like the best way to cope, with 17% of women experiencing severe symptoms quitting or considering quitting their jobs. By forcing some women into early retirement, employers reinforce gender gaps, especially in senior leadership roles.

Even if someone does not leave work, the adverse impacts can be intense. Nearly half— four out of 10—female employees said symptoms interfered with their work performance or productivity on a weekly basis, and 20% said it impacted their work as much as daily or multiple times a day.

The business case for a menopause-friendly workplace

Benefits for employees

Perimenopausal and menopausal women make up 20% of the workforce, making them the fastest growing workplace demographic. Since many women consider leaving their jobs due to menopause symptoms, employees receiving menopause benefits are more likely to stay with their employer and feel increased loyalty to them. When employees feel supported by their company, they are 5.4 times as likely to stay for a longer tenure.

Although many employees cite menopause as a barrier to promotions, most of them are still uncomfortable talking with employers about their symptoms and asking for support. 75% of employees reporting they do not feel appropriately supported by their workplaces. On the flip side, employees who feel supported through their menopause transition also express greater job satisfaction and overall wellbeing.

Benefits for employers

Creating a menopause-friendly workplace is good for business, too. Menopause benefits can directly impact corporate inclusion by supporting employee diversity across gender, sexuality, and age. Moreover, strong employee retention leads to better employee morale and better customer experiences, and it also plays a major role in companies' bottom lines. Retaining existing employees is far more efficient for the business than recruiting and onboarding new hires. Studies have shown that high employee turnover impacts morale, productivity, and customer satisfaction.

Since so many women report missing work due to menopause symptoms, employers who support menopause specifically see reduced absenteeism and lower healthcare costs as well. 58% of women receiving menopause benefits through their employers said this support positively impacted their work and productivity.

Legal and ethical considerations

Beyond being the right thing to do, providing menopause support helps to ensure compliance with workplace health and safety regulations. It also promotes gender equality and combats ageism by supporting employees at all life stages.

Practical steps to support menopausal employees

Educate and train employees on menopause

Effective menopause support begins with education and raising awareness. Talking about menopause openly in the workplace can help reduce stigma and close the knowledge gap for employees and managers alike.

While most women agreed menopause should be taught in school, over 80% reported receiving no menopause education. Clinically-vetted education, resources, and community groups are imperative to close that knowledge gap for people of all ages, especially for women over 40, who may already be experiencing symptoms of perimenopause without realizing. 

Just as menopause is not only a women’s issue, the education gap is not only a women’s issue either. While people with ovaries of all genders can experience menopause, symptoms of menopause can also affect cisgender men by affecting their marriages, relationships, and families. Providing education and mental health support is key for this population, as they look for ways to support their partners. 

Implement flexible working arrangements

Companies can support their menopausal employees through intentional workplace accommodations, which include flexible work schedules. Flexible work options including working from home, part-time work, or adjusted hours can help employees manage their symptoms and the accompanying stress. Allowing employees to shift and share job responsibilities during this time can also allow them to access treatment options like hormone replacement therapy (HRT).

When Microsoft rolled out menopause benefits with Maven, they saw 3000 provider-member interactions and 800 appointments booked within the first few months.

Create a supportive work environment

Since hot flashes and temperature regulation are commonly reported menopause symptoms, offices can provide portable air conditioner units and desk fans to support more individualized workplace temperature and help menopausal employees feel more comfortable. For all employees and especially those experiencing menopause, access to water and designated rest areas or private rooms onsite are also helpful.

With over 80% of OB-GYN residents indicating they are barely comfortable discussing or treating menopause, it’s no surprise that many employees seeking treatment for menopause symptoms are told they’re making things up or exaggerating, or can’t find adequate support in their local areas.

Providing virtual access to specialized menopause providers through Maven can help reduce these gaps in care. Virtual menopause benefits allow employees to meet on-demand with OB-GYNs, mental health specialists, pelvic floor therapists, nutritionists, and more to help them treat and manage their symptoms. 

While managers and employers can also combat menopause stigma by talking more openly, it’s equally important to provide confidential and private resources—including discreetly-accessible education—as well as employee resource groups, like Willmott Dixon’s “Menopause Cafés”. Even without hosting groups themselves, companies can also help their employees by facilitating access to virtual or in-person support groups. 

Develop and communicate clear policies

When implementing menopause support, it's important to communicate new policies, guidelines, and benefits clearly to employees. An effective rollout often starts with surveying employees to understand their needs and then partnering with the right providers, like Maven. From there, communicate new benefit offerings to employees. Make sure employees know how to access confidential and private resources and managers are equipped to answer questions. 

Ready to create a menopause-friendly workplace?

Comprehensive benefits plans that include menopause support and midlife care can benefit both employees and employers alike. By providing specific benefits and policies that help menopausal employees manage their symptoms at work and at home, tech companies can improve retention, productivity, and morale, leading to lower healthcare costs and optimized revenue.

Maven is the complete family health platform for employers seeking to provide more inclusive care to women and families. As the leading platform with specialists trained to support employees through every aspect of menopause, Maven allows companies to offer comprehensive and holistic menopause benefits to their employees. Diverse specialists including OB-GYNs, therapists, nutritionists, and coaches are available 24/7/365 to help members understand and address symptoms. 

By offering members high-touch care navigation and specialized care teams, Maven delivers the right care at the right time, all within a seamless virtual experience. To learn more about how Maven can help your tech company build better menopause benefits, contact us today.