Menopause in the workplace: How employers can better support women

Menopause is a universal experience for the vast majority of women. Each year, 1.3 million women in the U.S. enter menopause, while an additional 2 million enter perimenopause, the transitional phase leading up to the final menstrual period. In the past, menopause may have conjured visions of old ladies reading to their grandchildren or knitting a quilt. Now, it’s widely accepted that today’s menopausal and postmenopausal women represent a wider spectrum of ages as a significant and growing segment of the U.S. working population. 

With 76.8 percent of women between the ages of 45 and 54 active in the labor force, approximately one-quarter of the U.S. workforce is estimated to be in some phase of the menopausal transition. While the average age women experience menopause is 52, perimenopause typically begins around age 40, and some women experience symptoms as early as their mid-30s. With the upper end of the Millennial generation approaching their mid-40s, employers should be prepared for half of the largest segment of their workforce to soon be firmly entrenched in their perimenopausal or menopausal years. 

It’s easy to view menopause as a personal, rather than a professional matter. After all, it is a deeply personal life transition. However, menopause’s impact on the workplace is undeniable. Up to 40 percent of women report missing up to a week of work in any given month due to menopausal symptoms, with up to 29 percent of senior executives affected. Researchers at The Mayo Clinic found the cost of menopause to the U.S. economy is $1.8 billion annually in lost workdays alone, rising to $26.6 billion when factoring in direct medical expenses. However, the bigger cost may be happening while women are still at work, as hot flashes, sleep disruption, brain fog and mood changes can erode focus and performance long before someone misses a single day. 

Perhaps most concerning, one in 10 women report leaving the workforce due to menopause-related challenges, while another one in five have considered early retirement. Others have considered switching to a less demanding career, going part-time or seeking a remote position to help them better cope with menopause symptoms. These findings are particularly alarming because many women in midlife are at their pinnacle of their career, comprising an indispensable portion of the labor force and often holding high-level leadership positions. Indeed, the trend toward leaving the workforce during the menopausal transition is most prevalent among first-level supervisors (31%), mid-level managers (36%) and senior executives (43%). Their departure will lead to the loss of experienced talent and institutional knowledge and may create a dearth of women in leadership roles. 

Why menopause benefits matter to employees

The case for employers to recognize menopause as a workplace health issue is strong. The authors of the Mayo Clinic study proclaimed that its findings “highlight an opportunity to make the workplace environment more supportive for women going through this universal life stage.” To date, however, employers have fallen woefully short when it comes to supporting female employees as they navigate perimenopause and menopause. Contrast this with fertility benefits that affect a much smaller percentage of the population. One study by IFEBP reports that 39% of U.S. employers offer fertility benefits in some form, including IVF coverage, fertility medications, fertility preservation, adoption assistance or surrogacy support. By comparison, only 27% of employers offered or planned to offer menopause benefits according to SHRM, though this is up from 18% in 2025.

Clearly, the case for providing menopause support is strong, but what do women need and where should an employer begin? While hot flashes and night sweats are the most frequently cited menopausal symptoms—and often serve as fodder for sitcoms—women experience a wide variety of challenges as they navigate “the change.” Physical symptoms, like joint issues, hair loss, vaginal dryness and weight gain are often accompanied by irritability and mood swings, sleep disturbances, fatigue and difficulty concentrating. So, while employers may provide fans or even lockers for a change of clothes should a hot flash strike at work, such actions are helpful, but clearly not enough. 

Building a supportive workplace

A natural starting point is to foster a workplace culture in which menopause is not viewed as a taboo subject. Manager training, employer-sponsored peer support groups, expert webinars and a formal menopause policy go a long way toward reducing the stigma surrounding menopause and creating a safe space for open and honest conversations. Employers also must ensure that benefit offerings include comprehensive menopause support, including hormone replacement therapy, specialist consultations with gynecologists or endocrinologists and integrative care such as acupuncture or cognitive behavioral therapy for insomnia, rage or other emotional challenges that commonly accompany menopause. 

AI-powered benefits platforms such as Alight Worklife^® allows employees to easily access all the menopause support their employer has to offer through a single front-door experience. From self-service tools and educational content to personalized guidance and referrals to specialists, Alight Worklife^® ensures that women have access to comprehensive support throughout the menopausal transition. 

Alight's generative AI-powered benefits assistant further enhances the experience by enabling employees to ask questions in natural language and receive personalized answers, along with recommendations for women’s health/menopause resources and benefits available through their employer. For those who prefer a human connection, dedicated Health Pros provide personalized guidance and support tailored to each employee's unique situation.

Literally half the workforce will go through menopause and it’s time for employers to step up and provide support to address the unique needs of menopausal employees. Fostering a supportive work environment not only gives women the tools and resources they need to navigate a challenging transition, it enables employers to retain and engage this critical and dominant segment of the workforce due to less time off, increased wellbeing and, in turn, more productive and loyal employees.