Just because menopause is a ‘natural stage of life’ doesn’t mean it doesn’t affect employees’ lives and work. Menopause can bring various health challenges, including hot flashes, sleep disturbances, problems with memory and concentration, and an increased chance of experiencing anxiety and/or depression. 

According to the Mayo Clinic, nearly 11% of employees reported missing work in the last year due to menopausal symptoms such as hot flashes and sleep disturbances. This underscores the significant impact untreated menopause symptoms can have on the workforce, with Bloomberg estimating global productivity losses exceeding $150 billion annually.

While physical symptoms are commonly recognized, menopause can also impact mental health and emotional well-being. Research published in the International Journal of Environmental Research and Public Health indicates that 67% of women experience psychological symptoms during menopause. Additionally, a survey found that 53% of menopausal women reported low mood and depression, 50% reported anxiety, 42% reported anger and mood swings, and 33% reported feelings of worthlessness.

But despite its prevalence and impact, menopause care often receives less attention in the workplace compared to chronic conditions like diabetes or COPD, leaving many women searching for adequate support and treatment during this crucial phase of life.

As an employer, this gives you the opportunity to innovate and differentiate yourself in the realm of menopause care. Here are several implications for your employee support and benefits:

Awareness and Education

A paper by the Fawcett Society reported that 56% of women had observed menopause being treated as a joke in their workplace. It is not surprising, therefore, that women feel uncomfortable bringing up their menopause symptoms and the impact that the menopause is having on their work. When women do take time off from work due to menopause symptoms, only 30% give menopause as the reason. 

Actively fostering an understanding of menopause and its impacts among management and staff can create a more supportive and empathetic workplace culture.

Workplace Accommodations 

Showing active empathy and appreciation of your employees’ menopause experience by making accommodations to their work environment or schedule will express your commitment to your employees even as it increases their commitment to your workplace. 

In a Bank of America study, employers cited lack of employee requests as the primary reason for not offering menopause benefits, yet 64% of women express a desire for such benefits.

Among those with menopause benefits, 58% report a positive impact on their work, with 83% willing to recommend their employer. Enhanced employer support for women navigating menopause is seen as a key factor in boosting company support for employees.

It's not just employees who see the advantages; employers also anticipate improvements in loyalty, productivity, engagement, and retention with the implementation of menopause benefits. By integrating comprehensive menopause benefits that address both the physical and mental aspects of menopause, employers can position themselves as leaders in this area.

Employee Support Programs

Offering counseling, hormone-replacement therapy (HRT) benefits, or support groups for employees experiencing menopause can provide essential physical, emotional and psychological support.

While integrating menopause care into health benefits may involve initial costs, the long-term benefits include reduced absenteeism, higher productivity, and overall improved employee wellbeing.

What is Fijoya's Role?

At Fijoya, we believe that all people should have access to the individualized care that they need in order to thrive in their personal and professional lives. And since menopause is a ‘natural stage of life’ - it’s all the more important that menopause care is available and accessible, without coming at the expense of another benefit. 

Fijoya’s platform already features a range of menopause care-related benefits, and we look forward to increasing that number as vendors continue to recognize the potential for innovation in this space. 

Making menopause care easily accessible is a win-win for both employers and their workforce. Proactively addressing this aspect of women's health creates a more inclusive and supportive work environment, improves quality of life for your employees, and enhances overall workplace productivity and wellbeing. 

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