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911 operator Alisha Coleman was fired from her role, a job she loved and took pride in, because she got her period at work. This was her last ever period, presenting as heavy perimenopausal bleeding that happened so unexpectedly it seeped onto the office carpet. Alisha was fired because she didn’t “maintain high standards of personal hygiene,” even though she rushed to clear up the mess with bleach. The Middle District of Georgia dismissed her legal case against her former employer and refused to declare her employment termination as a form of sex discrimination.
This is just one example of how menopause affects women at work and how unsupportive and ignorant many employers can be. Our article aims to open your company’s eyes to menopause and how to use menopause benefits to support your employees.
The word menopause comes from the root of two Greek words: “mens” for month and “pausis” for cessation. Put it together, and it describes the change of life that occurs when women’s menstrual cycles stop.
In most cases, this doesn’t happen overnight. The National Menopause Foundation finds the average length of the menstrual transition (known as perimenopause) takes four years but could be as long as 10 years before a woman officially enters menopause. This is confirmed when menstruation has been absent for 12 months. On average, menopause arrives at the age of 51 years old but can vary widely and may affect females from as early as their teenage years.
But menopause isn’t just about periods stopping—if only it were that simple. It’s accompanied by up to 34 symptoms, including hot flashes, irregular periods, joint pain, mood changes, night sweats, breast soreness, vaginal dryness, bloating, thinning hair, and more. And, of course, these symptoms can happen at any time and any place—including at work.
The following pieces of research explain how much of a problem they are for “women of a certain age” in the workplace:
Employers can support female employees going through menopause by offering a comprehensive benefits package tailored to this specific life stage. Your employee benefits management may include:
Menopause is a universal condition, but different countries acknowledge and manage it differently, especially in the world of work.
U.S. employers have been slow off the mark to offer specific menopause support. A report by benefits consultant NFP revealed only 4% of companies, including Microsoft and the National Basketball Association currently offer menopause accommodations. A third would consider adding them in the next five years.
Slightly ahead of the curve, some enterprise companies have been offering menopause-specific benefits for several years. Santander broke new ground in 2019 when it acknowledged that 25% of its employees were women of menopausal age and rolled out access to a menopause wellness app in response. Companies like Vodafone, Diageo, Aviva, and Channel 4 have all implemented different types of menopause benefits since.
In 2023, Spain passed a law providing menstrual leave for female workers with painful periods. This law doesn’t support post-menopausal women—those who haven’t had a period in at least twelve months. However, it could offer welcome support for women with perimenopause symptoms, where menstrual flooding and heavy cramps are common. Spanish women are entitled to up to three days, with the possibility of extending it to five, all paid for out of the country’s social security system.
Many women find it hard to share their experiences of menopause. So, unless you’ve been through it, menopause may not seem like the most important cause to get behind. But there are some compelling reasons to do so, all of which will benefit your business.
Menopause has a direct impact on work output. The Mayo Clinic estimates that lost work productivity due to missed work hours, job losses, and early retirement adds up to $1.8 billion annually in the U.S. Employers can collectively reduce this by implementing a supportive culture and benefits package.
Zooming into the individual workers in your organization, 1 in 2 women report menopause has impacted their job performance, according to Bonafide research. If you break the results down by age, the impact is 27% higher for women under 50. The right support could turn these numbers on their head.
Menopause is a significant factor contributing to the gender pay gap and lack of diversity at higher levels in many industries. Why? Some 42% of women report that menopause has impacted their career aspirations, according to Bonafide. When struggling to get through the brain fog, crippling headaches, and sleepless nights, it’s understandable they feel their professional ambitions have stalled. But when employers support employees, they can continue progressing in their careers and achieving results for your business.
Among some of the most disheartening statistics on this topic, a study by women’s equality charity The Fawcett Society revealed that 1 in 10 women have left their job due to menopause symptoms. Some will find an employer who cares more about them, while others will leave the workforce entirely. Hang onto some of the most talented, experienced workers in your organization by incorporating menopause support into your employee retention strategies.
Human resources professionals can help managers and employees learn about menopause and implement practical support measures in the workplace by:
If a female worker feels unfairly passed over for promotion due to their age or experience of menopause, HR should be their first port of call. They can review the issue, mediate if necessary, and provide a supportive framework for women to continue thriving at work. HR may also consult with legal counsel to understand if equal rights or discrimination laws apply.
Due to the stigma of menopause, many women don’t feel armed with enough facts as they enter this tumultuous stage of life. Bonafide finds 70% of women turn to online and in-person communities to learn more about the symptoms of menopause and if talking therapies, hormone replacement therapy, or alternative treatments could support them.
HR can also provide this information, as well as signposting vital resources such as mental health support, local healthcare providers, and employee assistance programs. Some companies may also designate a menopause ambassador—a volunteer employee who can offer a safe space and listen to women experiencing menopause symptoms.
An employee menopause policy clearly outlines the company’s stance on how it plans to support women through this stage of life. Your policy might include:
Bonafide’s State of Menopause report reveals 51% of women want increased workplace accommodations for menopause, but more than 3 in 4 have zero modifications to support them at the moment. Close this gap by considering some of the following accommodations:
If you already offer family forming fringe benefits for your workers, why not go one step further and support your employees with the next crucial life change?
Benepass offers a wide variety of pre- and post-tax benefits, including a Lifestyle Spending Account you can set up to deliver menopause support. Here’s how it works:
Ready to start supporting all the employees in your organization throughout all life stages? Book a free Benepass demo today.
