More Than a Symptom: How Menopause Shows Up at Work
Meeting the care gap to help employees thrive
More than 50 million women ages 35 and older make up the workforce. According to AARP, 90% of women in this age group experience perimenopause or menopause symptoms. These can range from hot flashes and high cholesterol to restless leg syndrome and sleepless nights. Thirty-nine percent of women say these symptoms hurt their work life, and more than half want more workplace support. Yet many don’t get the menopause care they need to thrive during this time in their life. Despite the clear need, a Catalyst study found that only twenty-two percent of employers currently offer menopause-related benefits.
What’s the cause of this disconnect? Learn more about why women aren’t getting the care they need, why menopause is a workplace issue, and how savvy employers can help.
Why employees don’t seek help for menopause symptoms
Studies show that 85% of women experience at least one bothersome symptom of menopause, yet most go untreated. According to Erin Duralde, MD, Medical Director of Menopause Care at Amazon One Medical, several factors can contribute to why people don’t get adequate menopause care:
- They may not realize their symptoms are related to menopause
- It can be easy to normalize symptoms (‘this must just be how I feel’)
- Stigma or embarrassment around menopause
- They may have sought care in the past and not received helpful answers
- They may simply not know effective treatments exist
Research from the National Institute of Health shows that almost half of women have not approached their general practitioner for help or advice about menopause. “There are cultures in which menopause is not commonly discussed,” Duralde said. “If people are not aware their symptoms can be part of this change, or they sought care and didn’t get answers, they may believe there is no point in seeking help.”
Duralde explained that one of the root causes of the care gap is the lack of education among providers. “Medical schools provide very minimal training on perimenopause and menopause physiology and treatment,” she said. “We’re dealing with entire generations of clinicians who haven’t received much formal training.” This has contributed to the enduring myth that menopause symptoms just have to be tolerated.
More than a personal issue
More and more employers are recognizing that menopause isn’t just a personal issue, but a workforce health priority. According to The Health Action Alliance, menopause can reduce confidence, disrupt concentration, and contribute to absenteeism. Symptoms of perimenopause and menopause can include night sweats, hot flashes, insomnia, brain fog, and mood changes — all experiences that can impact how employees show up to work. Many employees also start experiencing symptoms during midlife when they may be navigating significant professional responsibilities, caregiving duties for children or aging parents, and/or financial and career milestones.
Despite the prevalence, menopause is still not talked about in most workplaces, thanks in part to outdated cultural norms, fear of stigma, and the misconception that menopause is a private concern unrelated to job performance.
How employees can normalize and promote perimenopause and menopause care
According to Joshua Dunsby of Amazon One Medical for Business, there are two steps employers can start with to help promote a healthy environment for employees to get menopause care:
- Ensure that menopause-trained primary care providers are available within their networks
- Provide resources so that employees know how to access that care
“Employers should start by auditing their current health benefits to ensure menopause-trained primary care providers are included and clearly identified in provider directories,” Dunsby explained. Accessibility is especially important for hybrid and shift workers, who benefit from virtual care and flexible scheduling options.
Communication plays a pivotal role in normalizing menopause support. Employers can include menopause-related information within other wellness communications, rather than singling it out. “Employers should frame menopause support as part of comprehensive midlife health and whole-person well-being,” Dunsby said. This can help maintain privacy and encourage employees to engage without fear of judgment.
Culture and leadership are equally important. Managers are often the first to notice changes in performance or attendance. Equipping them with the tools to respond with empathy — without requiring employees to disclose health details — creates a more supportive environment.
Together, these actions create a workplace where employees feel comfortable getting help and where menopause-aware care becomes a natural part of the workplace well-being strategy.
Take the next step for your employees
By prioritizing access to menopause-trained primary care, employers can help employees connect with providers who understand their symptoms and know how to integrate menopause treatment with their whole health.
Recognizing the need for further support on this topic, we’ve created a whitepaper that takes a deeper look into menopause care and workplace strategies, including a new model for menopause-trained primary care.
Learn more about how to help employees thrive in our new whitepaper, How Primary Care Can Transform Menopause Support at Work: What savvy employers are doing — and can do — to support employees experiencing perimenopause and menopause.
Discover how primary care can transform menopause support at work. Download our white paper How Primary Care Can Transform Menopause Support at Work here.
References
One Medical introduces dedicated perimenopause and menopause visits
We're here for your Perimenopause and Menopause Care
Menopause 101: Symptoms and When They Usually Appear Plus Diagnosis and Treatment Tips
Learn more about how One Medical can help your employees to stay healthy here.