Menopause support in the workplace: A guide for employers

Menopause affects more than 50 million women in the U.S., and symptoms can last for over a decade. For many, this natural life stage brings challenges that disrupt health, productivity, and career progression. Since over 75% of women work through the menopausal transition years (ages 45–54), menopause is not only a health concern — it’s a workplace issue that directly impacts business outcomes. 

How does menopause affect employees and employers? 

• Absenteeism and presenteeism: 10.8% of menopausal women reported missing work in due to their symptoms. 

• Retention risk: One in five women has considered leaving the workforce entirely due to menopausal symptoms. This often overlaps with critical career years when women are pursuing or holding leadership roles. 

• Financial impact: Menopause costs U.S. businesses an estimated $26 billion annually in medical expenses and lost productivity. 

When unmanaged, menopause becomes more than a women’s health issue — it’s a broader healthcare and business challenge. 

What are menopause benefits at work? 

Menopause benefits are workplace policies and health resources that help employees navigate perimenopause and menopause. Progyny’s Menopause and Midlife Care benefit, as an example includes: 

• Access to specialized care and clinical coaching 

• Support for your HR team on forming flexible work policies and hybrid arrangements 

• Mental health support 

• Educational resources to reduce stigma and increase awareness 

Through Progyny’s menopause benefit, members also have access to a curated 50-state network of specialized menopause providers versed in all approaches to menopause treatment, including hormone replacement therapy, non-hormonal therapy, and lifestyle interventions, such as nutritional support and exercise, that can provide care for women and help them to manage menopausal symptoms.  

What outcomes do employers see from providing menopause benefits to their workforce?  

Employers that invest in menopause-inclusive benefits report: 

• Higher employee engagement and satisfaction 

• Increased innovation and inclusion 

• Reduced turnover and absenteeism 

• Stronger retention of experienced leaders 

A real-world example: Sun Life’s commitment to supporting employees through menopause 

Progyny client Sun Life, a global financial services company, has seen measurable impact since adopting Progyny’s Menopause and Midlife Care program. Employees appreciate that their company addresses all stages of women’s health, not just early life stages, such as fertility or pregnancy. “It’s also thinking about women’s entire health journey,” says Tammi Wortham, Senior Vice President of Human Resources. (Learn more about Sun Life’s experience in this interview with Wortham.) 

Employees are advocating for menopause-inclusive benefits, recognizing that traditional approaches to healthcare don’t provide the necessary support.  

​​Helena Pagano, Chief People and Culture Officer at Sun Life, notes that inclusive menopause policies resonate across the workforce. As she told HR Executive, “You think it’s a particular segment — women of a certain age and stage — but I found it appealed to a whole range of needs.” 

Why Progyny? 

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