A discussion that may have been an uncomfortable one for employers is now center stage as more employers and employees are discussing menopause and other related women’s reproductive health issues and care. Managing menopause-related symptoms can be challenging both personally and professionally. However, employers who offer support for women experiencing symptoms can positively impact employee well-being and retention and the businesses’ bottom line.
The U.S. Bureau of Labor Statistics (“BLS”) reports that menopause-age women account for almost 30% of the nation’s workforce, and this number is expected to grow. Women experiencing menopausal symptoms are usually in their 40s and 50s, making them among the workplace’s most seasoned professionals and leaders. They bring years of experience and knowledge and may also serve as mentors or managers to young professionals. If these women leave an employer, the organization often loses some of its most skilled and experienced employees.
There is a growing, critical need for employers to address menopause for women in the workplace. This article explores menopause, its impact in the workplace and employer considerations for employees’ menopause care.
Employer Action Items
Aside from cultivating a supportive workplace for employees, employers may also recognize the business opportunity to fill health care gaps. As such, employers are acknowledging and assisting employees experiencing menopause and its symptoms. Consider the following ways some employers are fostering a menopause-friendly workplace:
- Offer menopause benefits. Menopause specific benefits may include access to menopause health professionals and hormone replacement therapy coverage by health insurance plans.
- Develop a policy for menopause. Many of the physical manifestations of menopause are common with other health issues (e.g., stress and anxiety), so employers could easily incorporate details from other workplace programs to craft a resource that specifically supports this condition. Supportive policies could include sick leave, paid time off and flexible work arrangements.
- Encourage the acknowledgment of menopause in the workplace. A menopause champion at the senior leadership level can encourage employees to discuss menopause. When employees experience organizational leaders openly mentioning menopause or its symptoms (e.g., hot flashes), it can encourage others to follow suit. Training and workshops can also help build awareness of this health condition in the workplace and guide managers’ conversations.
- Establish menopause support groups. Employee resource groups can offer women a safe space to learn, support one another and normalize discussions about perimenopause and menopause.
Summary
Recently introduced federal legislation would, if passed, “strengthen and expand federal research on menopause, health care workforce training, awareness and education efforts, and public health promotion and prevention to better address menopause and mid-life women’s health issues.” Currently, there are no federal or state laws that provide explicit protections for menopausal or perimenopausal employees.
Menopause (the end of menstruation) and perimenopause (the years just before) can come with a host of symptoms. Anxiety, brain fog, headaches, joint pain, burnout, menstrual changes, cognitive changes, depression, hot flashes, and sleep issues are common experiences, though not everyone experiences them to the same degree. Together, perimenopause and menopause can last from several years to a decade or more.
Symptoms can be challenging and stressful for women, resulting in missed work, reduced productivity, and even loss of employment. Employer support is essential to curbing these and other negative workplace outcomes.
Additional Resources
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