There’s a Growing Movement for Menopause Benefits at Work — What That Does & Can Look Like

In the midst of widespread confusion over what menopause is and the ways it adversely impacts a woman’s life and health, a complex industry–it includes telehealth services, supplements entrepreneurial products, and more—has blossomed in an attempt to address the unique challenges women face. 

“Menopause is finally receiving long-overdue attention, and conversations around the topic are becoming less and less taboo,” says Dr. Janet Choi, chief medical officer at Progyny, a benefits management company that specializes in fertility and menopause offerings. “The more menopause makes headlines, the more companies are looking inward and evaluating the support they provide for employees going through major life changes.” 

A natural stage in every woman’s life, menopause typically occurs in her late 40s or early 50s (for some women it can begin earlier). It is characterized by a range of physical and emotional symptoms, including hot flashes, night sweats, mood swings, fatigue, and more. Much about menopause and how it diminishes women’s health remains unstudied and unknown (upcoming legislation intends to close the medical knowledge gap in an effort to improve women’s lives). But what is known is how menopause can derail a woman’s life and the difficulty of navigating a medical system that lacks serious solutions.

So what do menopause benefits at the workplace look like today? “In most workplaces, menopause benefits do not exist,” says Jill Angelo, president of Gennev, a third-party menopause care provider. “Women who are experiencing menopause simply use the same medical and time off benefits available to everyone.” However, unlike younger women seeking help and finding relief from what ails them, women of menopausal age often turn to primary care providers who likely have little training or education if any in menopause care.  “Only 20% of OB/GYN’s are trained in menopause,” explains Ms. Angelo. “As a result, women are treated for symptoms like sleep deprivation, depression, and weight gain–just some of the symptoms of menopause–in isolation instead of addressing the root cause, which is menopause hormonal changes.” 

However, with stigmas decreasing, the menopause space is evolving rapidly. Dr. Choi points out that the coming decade will bring a “significant increase” in companies recognizing menopause and offering benefits and policies to attract and retain talent. “With this, hopefully, employees begin to understand how they can, with the right support team, manage and celebrate a key period of their life,” says Dr. Choi. “The impact of being heard by and supported by their employers is invaluable to validating their concerns.”   

The following are ways women may see greater inclusion and support at work:

Education: “Women are not educated on menopause as part of their reproductive health, and, therefore, are often unaware of why they are experiencing such life-changing issues such as weight gain, mood swings, sexual pain, sleep issues, and hot flashes,” says Ms. Angelo. From managers to human resource benefits personnel, the workforce will be trained to understand what menopause is and to learn to identify and treat it.

Flexible Working Arrangements: Wide-ranging and unpredictable symptoms can disrupt a menopausal person’s ability to concentrate and execute tasks at work. That’s why flexible hours and optional locations, such as remote work, will help women to manage their symptoms more effectively.

Wellness Programs: Committing to lifestyle changes requires ongoing support. Onsite wellness initiatives to improve nutrition and exercise and that teach skills around stress management and sleep will be key to helping women manage their menopause symptoms more effectively.

Mental Health Support: Hormonal changes during menopause can trigger an array of emotional changes, such as mood swings, anger, depression, and anxiety. Employee programs that offer mental health resources and access to therapists will be crucial in supporting women in moments of transition and need.

Community Support: Employers will foster open and respectful communication in the form of supportive groups and spaces for menopausal women. This will be “crucial for helping women to feel heard and supported,” adds Ms. Angelo. “ERGs and other online support forums work incredibly well for menopause care in the workplace, and it doesn’t cost anything.”