Rethinking menopause support for today’s workforce
Ignoring menopause can leave a major workforce population behind. Employers can take a more inclusive, life-stage approach when designing benefits.
Menopause may be a natural life stage — but for employers, it’s becoming a measurable workforce and productivity issue. Why? Because women in midlife represent a growing share of the workforce, and many are navigating symptoms that can affect performance, engagement and retention.
Menopause is a biological process that marks the end of a woman’s reproductive years, typically occurring between the ages of 45 and 55.1 For many women, the transition from perimenopause to post-menopause can bring about a range of physical and emotional symptoms that can impact their daily lives, including their professional lives. These symptoms may include but are not limited to hot flashes, night sweats, mood swings, fatigue and difficulty concentrating — all of which can vary in intensity and duration and affect a woman’s ability to perform her job effectively.2
In fact, nearly 3 in 4 women report that menopause symptoms impact some aspect of their work life, and decreased productivity can carry significant economic effects for organizations.3 At the same time, employers are rethinking women’s health more broadly. Supporting women across life stages — from early adulthood through menopause — is increasingly becoming a strategic lever for cost management, productivity and retention.
6 strategies for supporting women in midlife
It’s estimated that 86% of women ages 50–54 and 79% of women ages 55–60 are still active in the workplace.4 Representing 20% of today’s workforce,5 it’s important for them to feel supported by their employers and that their specific health needs are being addressed. Here are 6 ways employers can tailor their efforts to create a more inclusive culture and benefits plan for the working women in their population that are navigating menopause symptoms:
- Educate the workforce
The first step in supporting women going through menopause is to educate both management and employees about menopause. Many people, including women themselves, may not fully understand the impact menopause can have on daily life. By providing training sessions or workshops, employers can help break down stigmas and create a more empathetic and informed workforce. This education can also include information on how to recognize and address the symptoms of menopause, as well as strategies for managing them. - Provide flexible work arrangements
One of the most effective ways to support women during menopause is to offer flexible work arrangements. This can include flexible start and end times, the option to work from home or the ability to take short breaks throughout the day to manage symptoms. For example, a woman experiencing hot flashes might need to step away from her desk to cool down, or someone dealing with fatigue might benefit from a more flexible schedule that allows for rest. - Offer mental health support
Menopause can also have a significant impact on mental health, with many women experiencing increased stress, anxiety and mood swings.2 Employers can support their employees by offering access to behavioral health resources, such as employee assistance programs (EAPs) or resources such as the Calm Health app, which offers personalized recommendations and support for women navigating menopause. Resources like these can provide women with the tools they need to manage their mental health and cope with the challenges of menopause. - Provide access to robust women’s health benefits
Ensuring that women in the workforce have access to robust health benefits that can support them through perimenopause and menopause can be crucial. This includes offering a large network of providers or virtual providers and additional support through solutions that may help women manage this stage of life. For instance, covering treatments such as hormone replacement therapy (HRT) and medications that can help with hot flashes and osteoporosis. And, through UHC Hub®, employers can shop from a portfolio of vendors selected by UnitedHealthcare to add to their benefits plan, such as offerings which provide personalized 24/7 virtual support and guidance for menopause. - Encourage open communication
Employers should create a work culture where women feel comfortable discussing their needs and concerns related to menopause. This can be achieved by having regular check-ins with employees, providing anonymous feedback mechanisms and ensuring that managers are trained to handle sensitive conversations with empathy and professionalism. - Support overall health and well-being
By promoting a healthy lifestyle, employers can help women manage their symptoms and improve their overall well-being. This can include implementing wellness programs that support overall well-being and whole-person health, or offering on-site health-related services, such as fitness centers, clinics and pharmacies. UHC Store, a UnitedHealthcare member-exclusive digital shop available via the UnitedHealthcare® app and myuhc.com, also provides employees a way to purchase wellness offerings that fit their specific needs. For employees at any menopausal stage, this could mean choosing Embr Labs, Elektra Health or Ovia Health by Labcorp— all options that help support women later in life.
Menopausal care as a productivity and employee experience lever
Menopause sits at a critical intersection — often coinciding with peak career years — making support both an equity and performance issue. As more women remain in the workforce longer, menopause is becoming a defining moment in the employee experience. Employers who understand the needs of this population and take a proactive, life-stage approach to women’s health may be better positioned to support their workforce, while improving performance, retention and long-term cost trends.
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