For too long, menopause has been a silent workplace issue. With women aged 45–55 representing a large and growing portion of the workforce, the effects of menopause can influence everything from performance and retention to overall wellbeing.

According to recent surveys, nearly 1 in 10 women have considered leaving their jobs due to unmanaged menopausal symptoms or a lack of workplace understanding.

Creating a menopause-friendly environment benefits everyone:

• Retention & engagement: Supporting employees through this life stage helps retain experienced leaders and institutional knowledge.
• Productivity: Simple accommodations reduce absenteeism and improve focus.
• Culture: Demonstrating care for employees at every stage of life builds trust and loyalty.
• Equity: Addressing menopause openly normalizes conversations about health and supports gender inclusion.

How does an organization begin to support their workforce facing menopause symptoms? Consider whether current policies unintentionally overlook menopause support.

Employers can:

• Offer flexible scheduling or remote options when symptoms are severe.
• Review dress codes and temperature controls — comfort matters.
• Ensure benefits cover menopause-related healthcare, counseling, or hormone therapy.
• Check with your broker to see what programs they have to support your workforce.

The most powerful step is to start the conversation.

• Work with your EAP or wellness partner for resources for staff.

• Include menopause in broader wellbeing and inclusion initiatives.

Most managers want to support their teams but lack the training or confidence to handle sensitive health topics.

• Provide guidance on how to respond with empathy and discretion.
• Encourage one-on-one check-ins that include wellbeing questions.
• Train managers to focus on outcomes and flexibility rather than presenteeism.

Many employees benefit from shared experiences.

• Establish an employee resource group (ERG) or informal support network for menopause and midlife health.
• Provide curated resources or internal guides about symptoms, medical options, and workplace support.

Creating a menopause-friendly workplace isn’t about overhauling policies overnight. It’s about building awareness, compassion, and flexibility into your culture.

When employees feel supported during every life stage, they stay engaged, loyal, and productive. Talking openly about menopause is simply good leadership and good business.

Some great employer resources are available from Health Action Alliance.

ASE Connect

ASE members, contact the ASE HR Hotline for more resources on menopause and other workplace topics.