Staying Ahead of the Curve
Explore how evolving workplace laws and cultural expectations around menopause support affect your business.
30%
1M
of the U.S. labor force is comprised of menopause-age women, despite the fact most workplaces lack the policies, resources, and culture needed to support them.
people in the U.S. enter menopause each year, yet conversations and accommodations remain rare.
1 / 6
18%
supervisors feel unprepared to offer accommodations, and only 31% of women feel comfortable discussing symptoms at work
of large U.S. employers say they offer or plan to offer some kind of menopause support in 2025, up from 4% in 2023.
Sources: EMPACT Menopause Study from The Society for Women’s Health Research (Jan 2024); menopause.org/workplace; Labor Bureau of Statistics (LBS); Mercer
Join the organizations leading the way in inclusion, wellness, and culture transformation
Momentum is Reshaping the Workplace
With awareness rising and new laws and regulations emerging, organizations have the opportunity to lead with inclusion and wellbeing — creating healthier, more supportive workplaces for every employee
Explore, Learn, and Lead with Confidence
Rise in awareness and action.
Menopause is moving from a largely hidden topic to one that’s being recognized and addressed in workplaces. This growing awareness is creating opportunities for organizations to support employees, improve engagement, and retain experienced leaders.
Key insights from a 2024 Forbes article highlight this shift:
Increased Recognition: More companies are acknowledging menopause as a workplace issue that affects productivity, retention, and well-being.
Policy and Support Initiatives: Organizations are introducing menopause-friendly policies such as flexible schedules, health resources, and manager training programs.
Manager Education: Training programs are helping leaders understand symptoms like fatigue, brain fog, and stress—and how to support employees experiencing them.
Health and Productivity Link: Addressing menopause proactively can reduce absenteeism, improve focus, and increase overall job satisfaction.
Opportunity to create a better workplace.
Menopause is finally getting the attention it deserves in the workplace, and organizations that take action can create a more inclusive, supportive environment. Women in midlife often hold leadership roles and are critical to business success, yet many experience symptoms—like fatigue, hot flashes, and brain fog—that affect productivity, engagement, and retention.
Supporting employees through this life stage isn’t just compassionate—it’s smart business. Based on a report published by Bank of America:
64% of women want menopause-specific benefits, yet only 14% feel their employer recognizes this need.
When menopause-specific benefits are offered, 58% of women report a positive impact on their work, helping them bring their best selves to the job.
By implementing education, resources, and open dialogue about menopause, companies can improve retention, productivity, and engagement—while empowering experienced women to continue thriving in leadership roles.
The regulatory landscape is changing.
Menopause is no longer just a wellness issue — it’s becoming a compliance priority. As awareness grows, lawmakers are recognizing the need for stronger workplace protections. For employers, this means adapting policies not only to support employees but also to stay ahead of evolving legal requirements.
As of June 24, 2025, Rhode Island became the first U.S. state to require employers to provide workplace accommodations for menopause and related medical conditions (including symptoms like hot flashes and night sweats), and update workplace policies. Experts anticipate other states will follow, making proactive planning essential for organizations nationwide.
Watch this Video to Learn More: Menopause Symptoms in the Workplace
In this insightful video, Dr. Stephanie Faubion, Professor and Chair of the Department of Medicine at Mayo Clinic in Jacksonville, FL, discusses a study on the evaluation of the influence of menopause symptoms on work outcomes and assessment of subsequent economic impact.