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In the United States, menopause affects 27 million working women, or about 20% of the entire U.S. workforce. Yet, it remains a silent struggle in most places of business.
Despite its significant impact on wellbeing, productivity and retention, menopause is rarely discussed. Many women suffer in silence, fearing stigma, lack of understanding or even career consequences. While many businesses have embraced policies for parental leave and mental health, menopause is still overlooked.
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The average age for menopause is 52. Perimenopause, which includes symptoms like hot flashes and insomnia, typically begins around age 40 to 45, although it can begin as early as the 30s for some women. The result is that millions of women are dealing with symptoms that make their workdays harder – but they often feel they have to tough it out alone. Workplaces must recognize menopause as a real challenge that deserves attention.
Ignoring menopause in the workplace comes at a cost – both for employees and businesses. Half of peri- and post-menopausal women (51%) report menopause has negatively impacted their work lives, and a Society for Women’s Health Research study showed that two out of five women considered finding or found a new job due to their menopause symptoms.
Beyond retention issues, menopause-related symptoms and healthcare costs add up to billions of dollars in lost productivity annually. Without the right support systems in place, businesses risk losing experienced employees, reducing morale and facing unnecessary turnover costs.
Further, in some instances, symptoms may meet the definitions outlined in federal laws such as the Americans with Disabilities Act (ADA and Family and Medical Leave Act).
Even though menopause affects half the population at some point, it’s still largely a taboo topic at work. Many women feel embarrassed to speak up, fearing age discrimination or professional setbacks. As a result, they push through discomfort alone, often leading to burnout, stress and disengagement.
By bringing menopause into workplace conversations, companies can create an environment where employees feel comfortable seeking support and are enabled to continue contributing at their highest potential.
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To retain and support the menopausal women in their workforces, businesses need to recognize and address the unique challenges menopause brings. Here’s how companies can make a real difference:
Remote work, adjusted start times and extra breaks can help women manage symptoms like fatigue and hot flashes.
Brain fog is another common menopause symptom. Employers can help by allowing menopausal women additional time to prepare before meetings or presentations.
Businesses should allow for personal temperature adjustments at workstations. Making individual desk or floor fans available to menopausal workers is an easy way to achieve this goal.
Access to cool water stations and breathable uniforms or a private place to change clothing can also be helpful.
Most employers do not realize the challenges menopause creates for employees, as evidenced by research that notes only 15% of U.S. companies offer menopause benefits today. That’s a disconnect from the reality that nearly two-thirds of women nationwide want menopause-specific employee benefits.
Companies should consider comprehensive health benefits that cover hormone therapy, mental health counseling and wellness programs. Companies that offer employee assistance programs (EAPs) should ensure those programs include access to menopause-trained healthcare providers.
Menopause in the workplace isn’t just a personal health matter – it’s a workplace issue that affects employee wellbeing, retention and overall productivity.
The time for silence is over. Business owners and managers who acknowledge and address menopause in the workplace can improve retention, productivity and employee wellbeing. By providing education, flexible work options and thoughtful health benefits, companies can create a work environment where experienced employees stay engaged and perform at their best.
Axcet HR Solutions helps businesses implement policies that support employees at every stage of their careers. Contact us today to learn how we can help your company navigate workplace challenges like menopause with confidence.
Written by
Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years.
As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow.
With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges.
Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, payroll administration, and employee risk management.
Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce.
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