Menopause support has rapidly shifted from a taboo topic to a fast-growing area of interest in an employer’s benefits offering, driven by workforce demographics, productivity risk, and a wave of specialized digital health platforms.

Menopause impacts most women between the ages of 40 and 58. Symptoms may range from hot flashes, joint pain, headaches, and fatigue to anxiety, insomnia, brain fog, and memory lapses. Women facing these challenges make up a significant portion of the workforce, with women aged 45 to 64 accounting for approximately 17.5% of the workforce according to the Department of Labor. Women going through perimenopause or menopause often experience these symptoms without support options from their employer, leading to missed workdays and loss of productivity at what may be a pivotal time in a person’s career. Studies estimate that menopause-related symptoms cost employers billions annually due to lost productivity and absenteeism, with many employees reporting reduced performance or considering leaving the workforce altogether.¹ Recent analysis from Forbes further emphasizes that organizations supporting employees through menopause may see improved retention, engagement, productivity, and overall workforce wellbeing, reinforcing menopause support as both a health and business strategy.²

Support for women going through menopause may take several forms.

• Menopause Leave or Time Off Programs: Employers are beginning to explore and launch designated time off programs for employees needing time away from work due to symptoms related to menopause that may not be covered or recognized under other leave policies. Recent developments also highlight the growing momentum behind menopause workplace accommodations. For example, Hone Health recently launched its “Menopause Time Off (MTO)” initiative, advocating for menopause-inclusive leave policies and workplace flexibility.³
• Inclusion of Hormone Therapy in Medical Plans: Menopause Hormone Therapy (MHT) can be a beneficial approach for treating common symptoms of menopause such as hot flashes and bone loss. Hormone therapy should be tailored to each individual’s needs. Insurance typically covers FDA-approved formulations, but the specifics of the plan will dictate how much an employee will pay and the exact requirements for coverage. Patient assistance programs may also help individuals cover the cost of non-covered services or prescriptions.
• Education, Community, and Peer Support: Additional support programs may also benefit women facing the challenges associated with menopause. While standalone programs are beginning to expand, support may already be available to employees through existing programs such as EAPs or mental health benefits. In addition, organizations such as the Menopause Education Center focus entirely on educating employers and their workforce and helping organizations build a workplace-friendly menopause strategy. Efforts should also focus on reducing stigma around menopause and training front-line managers on when to direct employees to designated resources.

– Menopause Leave or Time Off Programs: Employers are beginning to explore and launch designated time off programs for employees needing time away from work due to symptoms related to menopause that may not be covered or recognized under other leave policies. Recent developments also highlight the growing momentum behind menopause workplace accommodations. For example, Hone Health recently launched its “Menopause Time Off (MTO)” initiative, advocating for menopause-inclusive leave policies and workplace flexibility.³

– Telehealth with Menopause-Trained Clinicians: In today’s healthcare landscape, many individuals face fragmented care across primary care, mental health, and OB-GYN providers. Traditional care models often lack specialized menopause training, leading to underdiagnosis or undertreatment. Telehealth programs may assist in bridging this gap by providing holistic care plans designed specifically for the individual. Employers can access menopause support either through standalone point solutions (e.g., Midi Health) or through enhancements within existing medical or telehealth offerings. It is important to note that some solutions may already be covered under current insurance plans. Telehealth does not need to focus only on establishing care plans. These services may also expand to prescription treatment, virtual physical therapy, mental health support, and additional specialized services.

– Inclusion of Hormone Therapy in Medical Plans: Menopause Hormone Therapy (MHT) can be a beneficial approach for treating common symptoms of menopause such as hot flashes and bone loss. Hormone therapy should be tailored to each individual’s needs. Insurance typically covers FDA-approved formulations, but the specifics of the plan will dictate how much an employee will pay and the exact requirements for coverage. Patient assistance programs may also help individuals cover the cost of non-covered services or prescriptions.

– Education, Community, and Peer Support: Additional support programs may also benefit women facing the challenges associated with menopause. While standalone programs are beginning to expand, support may already be available to employees through existing programs such as EAPs or mental health benefits. In addition, organizations such as the Menopause Education Center focus entirely on educating employers and their workforce and helping organizations build a workplace-friendly menopause strategy. Efforts should also focus on reducing stigma around menopause and training front-line managers on when to direct employees to designated resources.

As employers have invested heavily in fertility and family-building benefits, menopause is emerging as the next frontier in women’s health equity. While the adoption of menopause-focused benefits is still in its early stages, the expansion of these programs is expected to accelerate rapidly.

Employers evaluating menopause benefits should take several steps:

1. Audit current benefit offerings (EAP, telehealth, medical coverage, leave programs)
2. Identify gaps in clinical and emotional support
3. Define a preferred strategy (enhance current offerings or implement a standalone solution)
4. Pilot or phase implementation of the preferred solution
5. Communicate resources clearly to employees

The first step should be to understand what benefits already exist that support women going through this period of life and communicate those benefits effectively to employees, underlining the employer’s commitment to a holistic benefits program. If additional support is needed, employers should evaluate their broader strategy and work to implement solutions in coordination with preferred partners.

Overall, employers should consider the real impact menopause may have on employees and business operations. Building upon existing benefits offerings can support attraction and retention efforts, strengthen equity and inclusion initiatives, and serve as an important component of a holistic employee benefits strategy.

¹Department of Labor workforce demographic data and various studies on menopause-related productivity and absenteeism trends in the workplace.
²Michelle Travis, “The Business Case for Supporting Employees Through Menopause,” Forbes, June 4, 2024.
https://www.forbes.com/sites/michelletravis/2024/06/04/the-business-case-for-supporting-employees-through-menopause/
³Hone Health, “Hone Health Launches Menopause Time Off (MTO).”
https://honehealth.com/edge/hone-health-launches-menopause-time-off-mto/