Helping employees better manage menopause is moving up the priority list among forward-looking companies, and with good reason. Business leaders realize that by helping what are often seasoned, valued employees, they can likely build a more productive and loyal workforce. Plus, investing in seemingly small yet meaningful changes today can improve tomorrow’s bottom line.
The topic of menopause in the workplace is multi-faceted. Although we can’t address everything in one blog post, we will discuss why this is important, the impacts on you and your employees, and what to consider next.
A growing conversation about menopause in the workplace
Every woman will experience menopause in their lifetime – some as early as 35. They will experience symptoms like hot flashes, sleep disturbances, mood swings, and cognitive changes.
Women impacted by menopause in the workforce are a fast-growing group of employees. Each year, approximately forty-seven million women enter menopause. With women comprising nearly 50% of the workforce and roughly 40% reporting that they experience menopausal symptoms that disrupt work performance and productivity, there is a growing need for employer-provided support.
As the millennial generation enters perimenopause and menopause, they are adding their voices to the conversation and taking a more proactive approach to addressing this important issue. A recent Carrot Fertility survey revealed that 61% of millennials are concerned about experiencing menopausal symptoms at work and how they will impact their performance. Additionally, 70% indicated they would consider reducing hours, downshifting 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 better manage menopause. Only 26% said they currently offer support, with the majority having done so for under two years. Many respondents agreed that providing menopause support was important, but 89% believed such services would be challenging to implement. The most significant barrier cited was the lack of knowledge about what kind of support should be implemented and how it would help this employee base. 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 in copays and at least $2.7 billion on hormone replacement therapy (HRT); failing to address menopause can have significant financial consequences for organizations as well. According to Carrot Fertility, the cost of lost productivity due to menopausal symptoms in the United States is estimated to be at $26.6 billion annually, and Mayo Clinic reports that $1.8 billion is attributed to lost working time, underscoring 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 employees. With awareness about menopause rising, companies that do not act risk damaging their reputation and missing opportunities to be seen as employers of choice.
Social responsibility: There is also a broader social responsibility at play. From a health and safety perspective, proactively addressing menopause shows a commitment to equality and the well-being of all employees. In a competitive labor market, paying attention to this critical issue may give employers a significant advantage, both 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 communication. Employers can implement various initiatives to ensure women feel understood and empowered during this life stage. So, where do you start?
Be informed: As an employer, be open to new learnings and conversations with your workplace. The insights will help determine your desired direction, help shift cultural barriers, and allow employees to feel heard.
Consider your existing programs: Current programs and initiatives may already offer solutions or opportunities. For example, your Employee Assistance Program (EAP) may provide services supporting menopause symptoms. Your employer resource groups might be able to offer assistance to 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 provide the necessary space for employees to address health concerns while maintaining productivity. The simplest accommodations, such as temperature control, can make the biggest difference.
Connect with your partners: Companies can collaborate with broker partners, such as Marsh McLennan Agency, providers, or specialty vendors. Often, these partners are aware of the options and can help talk through the opportunities you have in your organization.
Recognizing the impact of menopause in the workplace and investing in menopause care can create a more inclusive, supportive, and productive environment for all employees. Investing in menopause care and support is the right thing for employees and a smart business decision that can enhance productivity and morale while reducing costs. It will foster a healthier, happier, and more engaged workforce, paving the way for a brighter future for all employees.
How can Marsh McLennan Agency help?
Marsh McLennan Agency is committed to helping employers create inclusive and supportive workplaces, particularly when addressing their workforce’s health needs. We provide 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. Visit our Absence, Disability, and Life page to learn how we can help you create a healthier, more supportive workplace for your employees.
