The workplace can be rough for menopausal women. Employers are starting to step up

From hot flashes and heart palpitations to chronic insomnia and brain fog, menopausal symptoms may affect roughly 25% of the US working population at any given time—and a growing number of employers are stepping up to offer more support. The 39-million-plus working women in the United States in their 40s and beyond experience symptoms of perimenopause and menopause that can intrude on their workday. Yet these symptoms are often not adequately acknowledged or treated by the medical community and are usually considered something to be hidden at work.

Where symptoms and work intersect

A recent study by the Mayo Clinic found that 13% of women reported having at least one adverse work outcome due to menopause symptoms in the past year. Adverse outcomes include missed days at work, reduced hours, being laid off or fired, or choosing to quit. Many women avoid drawing attention to their symptoms for fear of ageism or stigma.

• A 48-year-old digital marketer shared: “I’ll have pregnant colleagues make jokes about having ‘pregnancy brain,’ but how do I say, ‘Sorry, menopause fog’ when I’m struggling to find a word? That wouldn’t just out my health issues but more significantly, would reveal my age, which is way more terrifying.”
• A 53-year-old data analyst noted that working from home full-time has been a relief: “If I still had to commute and be in an office all day while dealing with my symptoms, I don’t know how I would handle it.”
• A 57-year-old construction worker described severe symptoms in a non-climate-controlled warehouse, leading to hot flashes, mood swings, and brain fog. She lost a subsequent office job after her boss dismissed her symptoms as unrelated to menopause.

Where is the medical community?

Menopausal symptoms might be less troublesome at work if women could access reliable care. Dr. Stephanie Faubion, medical director for The Menopause Society, highlights a “menopause management vacuum”: only 7% of medical residents in family medicine, internal medicine, and obstetrics/gynecology feel adequately prepared to help women manage menopause. Many women experiment on their own or assume nothing can be done, with a majority going untreated.

How one company is seeking to help

Organon, a healthcare company focused on women’s health, introduced a Global Care Leave plan six months ago. The plan allows any employee to take up to 10 days off for self-care—including menopause symptoms—without specifying the reason. Aaron Falcione, Organon’s chief HR officer, explained the goal is to help employees manage symptoms while retaining women in leadership roles, as menopause often coincides with career inflection points.

What employers can do right now

Employers don’t necessarily need to expand benefits if they already offer robust healthcare, flexibility, and time-off options. However, they can:

• Educate executives, managers, and staff about menopause to reduce stigma and raise awareness of existing benefits (e.g., mental health policies, Employee Assistance Programs).
• Give employees more control over their work environment, such as allowing fans, flexible dress codes, or cooler uniform materials.
• Train managers to handle disclosures about menopause with cultural competence and without judgment.

Dr. Faubion emphasizes the key message employers should convey: “This is a normal life stage. We understand this period can be challenging, and we’re here for you.”