The cost of overlooking menopause
Overlooking menopause is costly on all fronts, including an organization's bottom line, the global economic stage and gender equity in the workplace. The message is clear—ignoring menopause isn't sustainable. Here's why:
On this page
Impact on our workplaces
When employees going through menopause don't have the support they need, it can be costly for business due to factors like:
- Reduced productivity: Symptoms like fatigue and brain fog can negatively impact performance. Studies show that 32% of women said menopause symptoms affect their job in some way.1
- Increased absenteeism: The same study found that 24% respondents missed work in the last 12 months due to the menopause symptoms.1
- High turnover: Without support, women may leave their jobs or reduce their hours, resulting in costly recruitment, onboarding and lost expertise.
Impact on the economy
When many women cut back their hours or leave their roles, overall productivity declines. Multiply that across sectors, and we begin to see the impact weigh on the economy, both nationally and globally.
If you consider in 2023:
Over 73% of women in Alberta experiencing perimenopause and 52% experiencing menopause report it impacting their working life.2
Estimated 27% increase in the number of working women aged 45 to 55 by 2040.3
Out of Canada's 20-million-person labour market, 5 million are working women aged 40+, 2 million of which are working women aged 45 to 55.3
in estimated annual losses in Canada due to unmanaged symptoms of menopause.3
And without adequate support, here's what we're seeing per year:
- An estimated $3.5 billion in annual economic losses in Canada due to unmanaged symptoms of menopause.3
- 540,000 lost days of work attributed to menopause symptom management.3
- $237M in lost productivity.3
- $3.3B in lost income due to a reduction in hours and/or pay or leaving the workforce altogether.4
- -$150B global productivity losses per year from menopause.5
Impact on gender equity
Many women are facing the difficult choice to step away from their careers right at the peak of their experience and leadership potential. This has real consequences for our teams and the future of our workplaces.
If you consider:
- An estimated 1 in 10 women will leave the workforce due to unmanaged symptoms of menopause.3
- 1 in 5 women believe their symptoms could affect their progression at work.3
- In a recent study, almost 1 in 10 survey respondents had to turn down a job promotion or career advancement due to menopause symptoms, and some respondents even reported being fired.1
- In Canada, women make up just 20.5% of all board directors, 30.5% of elected federal government representatives and 5% of CEOs.6
- Companies with more than 30% women in leadership are more likely to do better financially than those with fewer women.7
Without making a change, we'll:
- See an increase in gender pay and pension gaps: Interruptions in work or early retirement can reduce lifetime earnings and retirement savings.
- Slow down our progress towards workplace equality: Without action, menopause becomes another systemic barrier that prevents women from advancing in their careers.
- Reduce diversity in the leadership teams: With fewer women moving up the ladder, organizations miss out on broader perspectives that lead to better decision-making and long-term success.
In a recent study, almost 1 in 10 survey respondents had to turn down a job promotion or career advancement due to menopause symptoms, and some respondents even reported being fired.1
Understanding the barriers to menopause support
While there are solutions and support available for menopause, many women find it difficult to access the care they need. Some of the key barriers include:
Lack of awareness
Menopause is still a taboo topic. As a result, it's often left out of health education and everyday conversations, leaving many unsure of what menopause is or how to get treatment.
Financial barriers
Not everyone has access to health benefits that covers the cost of menopause treatments. This leaves many women paying out-of-pocket or going without the care they need. In a recent study, 43.5% of survey participants received care from extended health care providers like mental health professionals. On average, participants spent almost $900 out-of-pocket on these services annually.14
Finding care
While 66% of women in perimenopause seek medical care, a treatment delay is reported by 53% of perimenopausal women.3
Next: What is menopause?
Sections in this guide
This guide encourages employers to consider how their organization can provide support to women experiencing menopause.
The cost of overlooking menopause
How overlooking menopause in the workplace negatively impacts business, the national and global economy and progress toward gender equity.
Learn the basics of menopause, including the different stages, symptoms and duration.
There's no need to suffer in silence anymore. This section shares the different proven treatments available, how health benefits can help and more.
Discover how leaders can offer meaningful support to employees experiencing menopause and create a workplace where women can succeed at every stage of life.
Want to learn more about women's health? Visit our women's health and wellness page for practical support for your or your employees' health and wellbeing.
Research sources
- Women's Health Research Institute, "HER-BC 2024 Health and Economics Research on Midlife Women in British Columbia Report," 2024
- Alberta Women's Health Foundation, "Tackling the Taboos: Demystifying Menopause", 2023
- Menopause Foundation of Canada, "Menopause and Work in Canada," 2023
- Menopause Foundation of Canada, "Long-term health risks of menopause," (n.d.)
- Bloomberg, "Women are leaving the workforce for a little-talked-about reason," 2021
- Statistics Canada, "Representation of women on boards of directors and in officer positions, 2020," 2020
- McKinsey & Company, "Diversity wins: How inclusion matters," 2020
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