A 2023 report from the Menopause Foundation of Canada found that “the fastest growing segment of working women in Canada are those aged 45 to 55 – the time when most women reach menopause.” Although the report addresses Canada specifically, this statistic could be universally applicable to employers worldwide that have female employees in the same age range. With more women in the workforce and the average age for menopause being 52 years, employers can be certain their workforce is affected by menopause.

Despite the demographics, a lack of understanding about menopause in the workplace has resulted in employers failing to recognize both the economic and health implications affecting their organizations and their female workforce. These are some of the underlying issues identified by presenter Angela Johnson, CEO and co-founder of sanoLiving, in her recent webcast for the International Foundation, “The Silent Health Crisis: Menopause and the Hidden Link to Chronic Illness in the Workplace.” In addition, Johnson says, “Women are looking for promotions and saving for retirement while looking for employee benefit tools to feel their best.”

Economic Reasons to Pay Attention to Menopause Topics

Overall, in North America, one in ten women exit the workforce due to menopause symptoms, creating vacancies in full-time jobs and productivity loss for employers. A 2023 study from the Mayo Clinic quantified the cost of menopause in U.S. workplaces as “an estimated $1.8 billion in lost work time per year and $26.6 billion annually when medical expenses are included.” The timing of menopause often affects women at the height of their earnings potential and career leadership opportunities, reducing the talent pool for senior-level positions. The true cost could even be higher when considering hard-to-quantify topics such as reduced work hours, job changes and early retirement—all factors that often lead to less financial security for women.

Chronic Health Issues

Economic impacts for workplaces also include costs related to health insurance and pharmacy claims, disability claims and paid time off. Johnson reminds us that workplace support can ease symptoms of chronic illness. After all, menopause leads not only to job-specific issues but also to increases in chronic health conditions such as heart disease, osteoporosis, autoimmune disorders, migraines and other types of headaches, and mental health issues while also diminishing the quality of life for women.

In a newly released white paper by sanoLiving, 90% of women surveyed say their menopause symptoms moderately or severely impact their quality of life. And, according to Sun Life’s research released in 2024, 56% of women said mental health concerns were currently the most important to them, but only 46% said their employer plans cover mental health treatment. Others weren’t sure if their health plans covered mental health issues at all. SunLife’s data also indicates that “40% of disability claims for women are for mental disorders.”

Takeaways for Employers

Understanding menopause-related issues and how this condition affects your workforce is something employers need to address but is commonly overlooked. Support your female workforce by removing the stigma about discussing menopause and providing tools and resources that address women’s health challenges. Here are a few options to consider:

• Create a culture where menopause is an open topic of discussion and women can communicate their needs, ask questions and explain their experiences—good or bad
• Engage employees by asking for their input on ways to help their well-being and then take action on the comments
• Communicate about any available tools, such as employee assistance programs (EAPs) or benefits provided through your medical or disability carriers, that can give guidance on managing menopause symptoms.

To learn more about the economic and chronic illness effects of menopause, view the entire webcast recording, “The Silent Health Crisis: Menopause and the Hidden Link to Chronic Illness in the Workplace.”

Developed by International Foundation Information Center staff. This does not constitute legal advice. Please consult your plan professionals for legal advice.