Menopause is a natural stage of life that every woman will experience. In fact, 1.1 billion women worldwide will be in menopause in 2025. Unfortunately, it remains a taboo topic in many workplaces. Only 31% of women feel comfortable talking about menopause at work, and 1 out of 6 supervisors are uncomfortable setting up accommodations to address their employees’ menopause symptoms at work.
These challenges come at a cost—both to individual well-being and business productivity. The Mayo Clinic estimates that menopause leads to $1.8 billion in lost work time per year!
I know firsthand how it feels to experience menopause at work. My menopause journey began in an unexpected moment of vulnerability – on live TV, where I was blindsided by heart palpitations, brain fog, and symptoms I later learned were part of an epic hot flash. I fled to the bathroom and collapsed on the floor.
I would later receive a message from my gynecologist saying, “In menopause…any questions?” but no guidance on how to address my symptoms.
Fortunately, I had 30-years of investigative and journalistic skills, which I used to reclaim my life, finding the information I needed to embrace the transformation and come out better, stronger, and more fulfilled.
Now, I can help organizations learn to create supportive environments where women can thrive professionally during this transition – and beyond. Every workplace is different, so it’s important to understand the unique needs of your employees. By making workplaces more accommodating and encouraging open conversations, HR leaders and business professionals can empower their employees and improve retention, productivity, and overall workplace morale.
Here are nine practical ways companies can support employees navigating menopause:
Many of us think of hot flashes when we think of menopause, but did you know there are many more symptoms women can experience? A few common ones include:
These symptoms can significantly impact an employee’s workday. Providing flexibility in how and where work gets done can make a huge difference.
Comprehensive health benefits can ease the financial burden of menopause-related care and ensure employees receive the support they need.
Hot flashes are one of the most common menopause symptoms, and sudden temperature changes can be distracting and uncomfortable. Simple adjustments to the office can help a lot, like providing a cooling zone with adjustable air conditioning or fans. You can also consider providing personal cooling fans, cooling scarves, or cooling vests as part of a wellness package.
Menopause can cause joint pain and stiffness, making traditional office furniture uncomfortable. Investing in ergonomic solutions like chairs with lumbar support and standing desks can improve comfort and productivity. Wrist rests, footrests, and supportive cushions can also help reduce strain. Your employees will thank you – no one wants to have to get up for a walk and a stretch every five minutes!
Wellness programs and support systems at work can help employees manage menopause symptoms more effectively.
A lack of understanding about menopause in the workplace can lead to stigma and discomfort. Education is a critical piece of the puzzle in creating a more inclusive environment.
Office dress codes can unintentionally make menopause symptoms worse, particularly when they require heavy or restrictive clothing. Allow employees to wear lightweight, moisture-wicking, breathable materials that help regulate body temperature. Cotton is amazing! Also, encourage dress codes that support layering, giving employees the flexibility to adjust during the day.
Just as lactation rooms support new mothers, wellness spaces can help employees who are experiencing menopause symptoms find a moment of relaxation when needed.
The goal is to normalize these conversations so employees feel supported rather than stigmatized. Leadership should set the tone by acknowledging menopause as a natural part of life and work and encouraging an ongoing open dialogue. Remember to promote health and wellness initiatives as part of company values, reinforcing that menopause support is not a special accommodation but a part of inclusive workplace practices that celebrate employee wellness overall.
Supporting employees through menopause isn’t just about accommodations—it’s about creating a company culture where women feel valued and understood throughout every stage of life. By implementing thoughtful workplace policies and promoting open discussions, businesses can help employees navigate this life stage with confidence.
Together, we can create workplaces where employees feel empowered to embrace every stage of life—including their “bolden” years.
