Menopause support might be lacking in the workplace, but as a leader you're in a position to change that.
By starting the conversation, offering flexibility and sharing resources, you can break the stigma, support retention and make your workplace one where women can succeed throughout their careers.
Menopause symptoms can be hard for managers to recognize at work. Still, there are signs to watch for.
Menopause can affect women at work in many ways, including:
From a manager's perspective, these symptoms might show up as:
of women say they hide their menopause symptoms at work1
of working women would not feel comfortable speaking to their supervisor or to someone in human resources about what they were experiencing1
of working women would be too embarrassed to ask for help at work1
The best place to start is by reviewing your group benefits plan to see what support is already available. Many plans cover treatments and services that help employees manage menopause symptoms. Below is a breakdown of how different parts of your plan can provide that support.
Treatments listed are based on evidence from the North American Menopause Society2, the Society of Obstetricians and Gynaecologists of Canada3 and the Canadian Menopause Society4.
Learn more about available mental health supports
If other treatments don’t work or hormone therapy isn’t an option, patients with vaginal or urinary symptoms of menopause may be referred to a pelvic physiotherapist for care.
Weight management is shown to help reduce menopause symptoms. Support may include help from a:
Virtual care offers access to health services like medical advice, mental health support, prescription refills, referrals and more — anywhere, anytime.
A Health Spending Account is a tax-free account funded by the employer to cover health expenses not included in other benefits. This could include services or products to support menopause, as long as they are provided by a CRA-approved medical practitioner.
Maintaining a healthy weight can reduce menopause symptoms.
If these providers are not covered under extended health benefits, they can be claimed through the Health Spending Account:
A Wellness Spending Account taxable spending account to support employee wellbeing. This can be especially helpful for menopause, covering a range of supports from managing symptoms to maintaining overall health. It can be used for fitness and sport activities, fitness apparel, learning, family care and other health supports, based on the categories you choose to include.
Learn more about available Wellness Spending Account coverage
of employees without health benefits would leave their current job in favour of one with a better health benefits plan.4
Select the box if your group plan includes these benefits. The checklist can also be downloaded to complete later or shared with your plan administrator or human resources department.
Download the group benefit plan checklist (PDF)
Check the box if your group plan offers coverage for these benefits.
Core benefits:
Extended health benefits:
Does your group benefits plan offer a:
Workplace culture plays a major role in whether employees feel comfortable seeking support. When menopause is met with judgment, employees will stay silent. Leaders can help challenge these dynamics by creating a more empathetic culture.
Here are a few workplace strategies for your leaders to consider:
Breaking the stigma starts by creating space for open, respectful conversations.
Health observances are specific days, weeks or months dedicated to raising awareness, educating the public and promoting certain health topics or conditions. They can help open the door to these discussions. Consider recognizing the following awareness days in your workplace and use them as an opportunity to share resources or host lunch-and-learns:
Managers are often the first point of contact when employees are struggling, yet many feel unprepared to help with menopause-related concerns.
Managers can be trained to recognize the range of menopause symptoms and offer support in a non-judgmental way. A few places to start include:
Help managers understand the range of menopause symptoms. Explain how these symptoms can affect someone's ability to focus, communicate or stay consistent at work.
Teach managers how to create a supportive environment. Emphasize the importance of listening and offering support without pressuring employees to share personal details.
Use scenario-based training to show how managers can approach sensitive topics. Encourage open-ended questions like "what support would be most helpful for you right now?" to guide the conversation.
Ensure managers are familiar with the group benefits plan, corporate wellness programs and any mental health or leave supports available. When they know what's covered, they can point employees in the right direction.
Show managers how to offer practical support, such as adjusting workloads or offering flexible hours for those who need it.
of women in a recent study said their employer does not provide or they don't know if their employer provides support related to menopause.3
Many people don't really know what menopause is until it affects them or someone close to them. Sharing information helps normalize the conversation and reduce misunderstandings.
Consider:
Menopause symptoms can fluctuate and be unpredictable. Offering flexibility can help employees manage their health while staying engaged at work. Consider these options:
Now that you've learned about the types of menopause support leaders can provide, the next step is to evaluate the support currently available in your workplace. Review the checklist and mark the boxes that apply to your organization. Once completed, it can give you a score with suggestions on how to improve support for employees going through menopause.
Tip: This checklist can also be shared with your human resources department for their input.
Download the workplace support checklist (PDF)
Check the box if you offer the following workplace support and training.
Workplace culture
Manager training and support
Employee education
Flexibility and time off
There are evidence-based solutions available that can help women manage menopause symptoms, like menopausal hormone therapy, mental health support and other prescription medications. But for many, cost and access remain barriers and employees are left to suffer in silence.
Employers have an opportunity to change this. By offering benefits that include menopause-related care, organizations can help their teams access the solutions they need. And, when symptoms are manageable the results speak for themselves: productivity improves, absenteeism drops and experienced employees can excel at every stage of their careers.
What could be possible if more organizations offered menopause support in their benefit plans?
This guide encourages employers to consider how their organization can provide support to women experiencing 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.
Our mission is to empower Albertans to lead healthier lives. Through our group benefits solutions, we enable plan sponsors to enhance women's health by breaking down workplace barriers and equipping them with the tools and resources needed for easier access to care.
We remain committed to addressing the critical concerns surrounding women's health, aiming to raise awareness, dismantle stigmas, and promote necessary research.
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