Approximately half of the population goes through menopause, yet the subject is still stigmatized due to its connection to gender and aging. Many women hesitate to discuss their symptoms with healthcare providers often because of feelings of shame or a lack of awareness about what menopause actually is.¹ 

With women representing nearly half of the U.S. workforce, employers who fail to address menopause risk experiencing declining productivity among their organization.² Research indicates that when symptoms go untreated, it can result in costly, avoidable medical expenses and a decline in quality of life, both personally and professionally.

Although many people have a basic understanding of menopause, it is specifically defined as the point in time when a woman has gone 12 consecutive months without a period, marking the end of their reproductive years.³ The average age for menopause is typically around 51, but this can vary depending on the individual. 

Perimenopause, the transitional phase leading up to menopause, is less widely recognized. It typically begins in a woman’s 40s but can occur earlier or later. Fluctuating estrogen levels lead to irregular menstrual cycles and various uncomfortable symptoms, including hot flashes, night sweats, sleep disruptions, mood swings, and weight gain.⁴  This stage of life can last for several years until menopause is reached. The menopausal transition is also associated with an increased risk of cardiovascular disease, the leading cause of death for women in the U.S.⁵ This highlights the importance of addressing symptoms to avoid potential health risks before they become costly medical events.

The impact of perimenopause and menopause on organizations

Perimenopause and menopause also have broader implications for organizations and their workforces. According to Ovia Health’s Future of Family Friendly Benefits report:

• 83% of respondents said they feel their perimenopausal or menopausal symptoms impact their ability to work.

• Only 1% reported having any type of menopausal support at work. 

• 85% reported feeling as though they do not know enough about menopause in the first place.

• 59% reported feeling less than confident managing perimenopausal or menopausal symptoms.⁶

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Stigma may keep many women from discussing their symptoms with colleagues or managers and requesting necessary support. The financial impact is significant. Research shows that women with untreated symptoms have 121% higher healthcare utilization and experience 57% more days of lost productivity, resulting in an additional $2,100 per woman per year in healthcare and absenteeism costs.⁷ Retention is another issue; nearly 20 percent of U.S. women experiencing menopause have either quit or considered leaving a job because of their symptoms.⁸ On average, symptoms start in a person’s late 40’s when they are well into their careers. That means that without offering support services, employers risk losing senior leaders with indispensable experience and knowledge. 

Supporting menopause and women's health

The data is clear: overlooking menopause can lead to financial loss, productivity decline, and higher employee turnover for all types of organizations. As budgets tighten and population health demands grow, employers must seek strategies to reduce rising healthcare costs. Supporting menopause and women's health is one of the most effective ways to accomplish this for a substantial segment of the population. The good news is that there are several ways to support employees going through menopause:

1. Foster an open environment where staff feel comfortable discussing their experiences without fear of discrimination. A key step in creating this culture is to train managers on menopause symptoms and how to offer support.

2. Incorporate menopause education into your health awareness programs covering symptoms, treatment options, and available benefits. 

3. Establish a formal company-wide menopause leave policy and work to normalize taking leave so employees feel confident in making such requests. 

4. Invest in a meaningful end-to-end digital health solution which empowers your employees to learn about menopause, monitor their health, manage symptoms, and access expert guidance when needed. 

Providing these benefits can lead to a happier, healthier, and more productive workforce, ultimately helping to manage medical costs, boost satisfaction, and enhance overall productivity. Organizations have a valuable opportunity to create lasting change by normalizing conversations around menopause, offering accessible education to help individuals understand what to expect and how to seek treatment, and fostering supportive work environments for those navigating these significant life transitions.

In recent years, there has been a notable increase in organizations investing in women’s health benefits. The femtech industry, as it’s been called, has already secured over $2.5 billion in funding with this figure projected to rise further.⁹ Despite this positive trend, many organizations remain reluctant to invest in women's health, often viewing it as too niche. However, ignoring the unique health needs of this crucial segment of your workforce can be costly in the long run. With October marking World Menopause Awareness Month, now is the ideal time to foster the cultural shift and provide the support that women navigating menopause genuinely deserve.

Leslie Saltzman, DO, MBA
Chief Product Officer, Ovia Health and Medical Discipline Director, Consumer Health
https://www.linkedin.com/in/leslie-saltzman-do-mba-79818314

¹Barber, K., & Charles, A. (2023). Barriers to Accessing Effective Treatment and Support for
Menopausal Symptoms: A Qualitative Study Capturing the Behaviors, Beliefs and Experiences of Key Stakeholders. https://doi.org/10.2147/PPA.S430203

²Pew Research: https://www.pewresearch.org/short-reads/2024/02/27/for-womens-history-month-a-look-at-gender-gains-and-gaps-in-the-us

³National Institute of Aging: https://www.nia.nih.gov/health/menopause/what-menopause

⁴BMC Women’s Health: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4542113

⁵Center for Disease Control: https://www.cdc.gov/heart-disease/about/women-and-heart-disease.html

⁶Ovia Health: https://learn.oviahealth.com/benefits-that-matter

⁷Sarrel, P., Portman, D., Lefebvre, P., Lafeuille, M.-H., Grittner, A. M., Fortier, J., Gravel, J., Duh, M. S., & Aupperle, P. M. (2015). Incremental direct and indirect costs of untreated vasomotor symptoms. Menopause (New York, N.Y.), 22(3), 260–266. https://doi.org/10.1097/GME.0000000000000320

⁸Biote: https://biote.com/learning-center/biote-women-in-the-workplace-survey

⁹World Economic Forum: https://www.weforum.org/agenda/2023/05/femtech-healthcare-bipoc