It’s not just you. Each year, 1.3 million women in the United States enter menopause, and nearly half of women are in perimenopause or menopause – what we call the menopause transition – at any given time. This transition can span years and affect sleep, energy, concentration, and physical comfort, often while women are navigating senior leadership roles or are at the peak of their professional career.

Asking thoughtful questions about menopause support is not just about individual needs. It helps employers understand whether policies, benefits, and workplace conditions are accessible, usable, and equitable in practice. Whether you are navigating menopause now, planning ahead, or advocating as an ally, below are five questions to ask your employer.

1. What health benefits and care options are available to me for menopause support?
Ask whether your employer-sponsored health plan (ESHP) provides access to evidence-based menopause care, including hormone therapy, mental health support, and clinicians with menopause expertise. You may also want to ask whether telehealth options are available, especially if local specialists are limited. Many employers are adding third-party benefits focused on menopause care (such as Midi Health, Elecktra Health and others). Has your employer added any of these benefits?

2. How does our workplace accommodate day-to-day menopause symptoms?
Menopause often affects comfort, temperature regulation, focus, and energy. Ask whether workplace policies allow for flexibility in dress codes or uniforms, adjustments to temperature or workspaces, or access to rest or quiet areas when needed.

3. Are managers given guidance on how to support employees experiencing menopause?
You should not be expected to educate your manager or disclose medical details in order to receive support. Ask whether managers receive guidance or training on responding appropriately to menopause-related needs, and whether there is shared language that makes these conversations easier and more consistent.

4. Can paid leave be used for menopause-related health needs?
Ask whether sick leave, PTO, or other paid leave policies explicitly allow time away from work for reproductive and maternal health needs, including menopause. Clear policy language helps reduce stigma and removes the burden on employees to justify or conceal health-related absences.

5. If support exists, how do we learn about it and raise concerns?
Even well-designed benefits and policies fall short if employees do not know how to access them. Ask how menopause-related support is communicated, where you can find reliable information, and who to contact if accommodations are not working or support is unclear.

If You’re Unsure How to Ask

It can be tough navigating these conversations...

While your HR team is there to support the workforce, if you don’t feel comfortable asking directly, consider raising these questions through an ERG, wellness committee, or employee survey.
Find allies in the workplace who are willing to start the conversation with you.
Share our resource on Why It Matters: Supporting the Menopause Transition in the Workplace with HR leaders to help build the business case for menopause support within your organization to support equity and retention.