In the United States, nearly half of all women are in perimenopause or menopause at any given moment and 1.3 million women enter menopause annually, typically between the ages of 45 and 55. Menopause and perimenopause – taken together, what we call the menopause transition – is a natural life stage that can last for decades and impact a significant portion of the workforce. The symptoms of menopause are rarely discussed in professional settings, yet their impact is undeniable.

According to a recent study conducted by Maven, 93% of women surveyed experienced one or more of these symptoms: mental or physical fatigue, anxiety, hot flashes, and heart discomfort. These symptoms can affect day-to-day work if left unaddressed.

Women often reach senior leadership and peak professional responsibility during the menopause transition. When workplace environments fail to accommodate these needs, they inadvertently risk increased absenteeism, reduced engagement, and the loss of experienced talent at critical career stages.

The Business Case for Menopause Support

2 in 5 women over the age of 35 feel their menopause symptoms have a severe effect on their work, with 42% taking time off due to symptoms.
75% of women surveyed say that they do not share their symptoms with others in their workplace.
20% of menopausal women quit or considered leaving their jobs due to their symptoms, despite being at the peak of their career.
The Mayo Clinic estimates that menopause has an estimated annual cost to the U.S. economy of $1.8 billion due to workdays lost as a result of menopause symptoms, and $26.6 billion annually when medical expenses are included.

Together, these findings make clear that menopause support is not a peripheral wellness issue but a workforce stability and leadership retention imperative, particularly for experienced employees at critical career stages. Employers that proactively address menopause through clear policies, accessible benefits, and supportive workplace practices are better positioned to reduce avoidable turnover, sustain productivity, and protect organizational expertise.

How to Support Employees Through the Menopause Transition

1. Ensure employer health plan coverage supports evidence-based care
ESHPs should cover clinically appropriate options including:

Coverage of a full spectrum of hormone therapy and menopause-related medications across generic, preferred and non-preferred tiers
Access to specialists or virtual care providers with menopause expertise
Comprehensive, affordable, easy-to-access mental health benefits
Access to a strong network of telehealth care and providers, to ensure specialists are available despite geographic constraints

2. Make environmental and workplace adjustments
Small changes to the physical work environment can meaningfully reduce discomfort including:

Access to temperature-adjustable workspaces
Designated quiet or cooling spaces
Flexible dress codes or uniform options that allow breathable fabrics and layering

3. Clarify leave policies and eligibility
Clear, well-communicated leave policies help ensure employees can use available benefits to manage menopause symptoms, including:

Paid sick leave and/or additional leave benefits that can be used for menopause
Clear guidance on eligibility, documentation requirements, and how to request leave
Information on where to seek care and how leave policies align with available health benefits

Moving from Awareness to Action

Employers that take a proactive approach to menopause gain a competitive advantage by demonstrating that experienced employees are valued and supported at every stage of their careers. Integrating menopause into workplace policies, benefits design, and manager education strengthens retention, reduces avoidable disruption, and contributes to healthier, more sustainable organizations.

RMH Compass is here to help you get started with simple, effective changes that make an immediate impact. Check out our Putting It Into Practice guides for Workplace Accommodations and Dress Code Modifications to turn these recommendations into policy updates for your organization — complete with sample language ready to copy and paste.