Championing menopause in the workplace

Helping employees manage menopause is moving up the priority list among forward-thinking companies, and for good reason. Business leaders understand that supporting experienced and valued employees can likely create a more productive and loyal workforce. Investing in small but meaningful changes today can improve tomorrow's bottom line.

The topic of menopause in the workplace is complex. While we can’t cover everything in one article, we will discuss why this issue matters, its impacts on you and your employees, and what to consider moving forward.

A growing conversation about menopause in the workplace

Every woman will go through menopause at some point in her life—some as early as age 35. They may experience symptoms like hot flashes, sleep disturbances, mood swings, and cognitive changes.

Women affected by menopause in the workforce are a rapidly growing group of employees. Each year, about 47 million women enter menopause. With women making up nearly 50% of the workforce and roughly 40% reporting that they experience menopausal symptoms that disrupt their work performance and productivity, there’s an increasing need for employer-provided support.

As the millennial generation enters perimenopause and menopause, they are adding their voices to the conversation and taking a proactive approach to this important issue. A recent Carrot Fertility survey revealed that 61% of millennials are concerned about experiencing menopausal symptoms at work and how these symptoms will affect their performance. Additionally, 70% indicated they would consider reducing hours, shifting to a part-time role, changing jobs, or even retiring early in response to menopause.

In a recent Marsh McLennan Agency survey conducted by our Absence, Disability, and Life Practice, 70% of companies reported they do not offer any specific support or assistance to help women manage menopause. Only 26% said they currently offer support, with most having done so for less than two years. Many respondents agreed that offering menopause support was important, but 89% believed that such services would be challenging to implement.

The most significant barrier cited was a lack of knowledge about what kind of support should be provided and how it would benefit this employee group. This knowledge gap makes it difficult to secure leadership buy-in, determine costs, and balance menopause support with other employee benefits.

What’s at stake for employers?

Financial: The financial burden isn’t just on the employees, who are spending an estimated $4.5 billion annually on copays and at least $2.7 billion on hormone replacement therapy (HRT). Failing to address menopause can also have significant financial consequences for organizations. According to Carrot Fertility, the cost of lost productivity due to menopausal symptoms in the United States is estimated at $26.6 billion annually, and the Mayo Clinic reports that $1.8 billion is attributed to lost working time. This underscores the urgency for employers to implement effective menopause support programs.

Talent and reputation: Providing support can help attract and retain talented employees while improving the motivation and performance of current staff. As awareness of menopause increases, companies that don’t act risk damaging their reputation and missing opportunities to be recognized as employers of choice.

Social responsibility: There is also a broader social responsibility at play. From a health and safety perspective, proactively addressing menopause demonstrates a commitment to equality and the well-being of all employees. In a competitive labor market, focusing on this critical issue may give employers a significant advantage in terms of talent retention and workplace culture.

Meeting the menopause workplace support challenge

Creating a supportive workplace for employees experiencing menopause requires cooperation, dedication, and open communication. Employers can implement various initiatives to ensure that women feel understood and empowered during this life stage. So, where should you start?

Be informed: As an employer, be open to new ideas and conversations within your workplace. The insights will help shape your desired direction, help break down cultural barriers, and allow employees to feel heard.

Consider your existing programs: Your current programs and initiatives may already offer solutions or opportunities. For example, your Employee Assistance Program (EAP) might provide services that support menopause symptoms. Your employee resource groups could assist women going through menopause. Your manager training program might already include communication strategies that can be expanded to address the needs of those impacted by menopause. Additionally, you could explore the possibility of updating your company's leave program to include menopause as a valid reason for leave.

Offer flexibility and accommodations: Allowing remote work, flexible hours, or designated wellness breaks can give employees the necessary space to address health concerns while maintaining productivity. Simple accommodations, such as temperature control, can make a big difference.

Connect with your partners: Companies can collaborate with broker partners, such as Marsh McLennan Agency, providers, or specialty vendors. These partners often know about available options and can help you explore the opportunities within your organization.

Recognizing the impact of menopause in the workplace and supporting menopause care can create a more inclusive, supportive, and productive environment for all employees. Investing in menopause care and support is the right thing to do for employees, but it’s also a smart business decision that can enhance productivity and morale while reducing costs. It fosters a healthier, happier, and more engaged workforce, paving the way for a brighter future for everyone.

How can Marsh McLennan Agency help?

Marsh McLennan Agency is committed to helping employers create inclusive and supportive workplaces, especially when addressing their workforce's health needs. We offer tailored solutions that include comprehensive wellness programs, educational resources, and access to specialized healthcare support. Whether it’s offering guidance on setting up employee assistance programs (EAPs) or helping businesses partner with vendors to address menopause-related health concerns, we ensure that companies are equipped to support their employees through all stages of life.

Get in touch with a Marsh McLennan Agency consultant to learn how we can help you create a healthier, more supportive workplace for your employees.