Menopause is a natural transition that affects nearly all women. The more we learn about this life change, the more we understand how much it impacts people’s personal and professional lives. Based on recent research, companies must understand menopause better to improve the health of their employees and the bottom line.

What exactly is menopause?

Menopause is defined as 12 months after a woman's last menstrual cycle. While the starting point is known, the length of this hormonal transition — and the severity of symptoms — varies from person to person.

An important note: Menopause and perimenopause are often used interchangeably but are distinct phases. Perimenopause is the transitional menstrual cycle leading up to menopause, marked by fluctuating hormone levels and a range of symptoms. Like menopause, perimenopause lasts different lengths of time for other people. Read more about perimenopause.

There are a number of treatment options available to help manage the symptoms of menopause, including hormone replacement therapy (HRT), lifestyle changes, and complementary therapies. The best treatment option will vary depending on someone’s symptoms and their medical history.

How menopause impacts women at work

According to The menopause report: 2025 statistics and trends, 45% of women surveyed report some impact on work performance due to menopause symptoms. And while that’s already a large percentage of the workforce, that’s not the whole story. According to the 2024 Menopause in the Worplace report, this life change is on the minds of most work-age women, no matter their stage in life. The report also shows that over 60% of Gen X women and 25% of millennials think about menopause at least weekly or more.

It’s no wonder people are concerned, and businesses should be, too. The symptoms of menopause can have a significant impact on a woman's work life, leading to decreased productivity, increased absenteeism, and even early retirement. All of these impacts can add up for businesses: lost productivity, lost knowledge, and the cost to recruit and train new employees.

It’s easy to see how menopause can also act like a “glass ceiling” for women who are growing as leaders in their companies. Without a more profound understanding and proactive steps, businesses may continue to fall short of their goal of putting more women into leadership positions.

How to create a menopause-supportive workplace

The good news is there are a number of things businesses can do to create a more menopause-supportive workplace, including:

• Make it easy to access expert medical care. Although half the population will experience menopause and symptoms are common and challenging, many never seek help — and for those who do, it can take up to a lot of trial and error to finally find the treatment they need. A comprehensive solution should connect members to providers with specialized menopause training so they receive the best care possible for their needs more quickly. To make access even more manageable, choose a provider that offers virtual care, allowing your employees to connect with specialists and pursue treatment without pausing life for office visits.
  
  
• Provide education about common symptoms and what to expect. Misconceptions about menopause are common. Because 51% of people get support for menopause through internet searches — about the same percentage as those who seek support from a doctor — providing access to expert-vetted resources can help close knowledge gaps through reputable guidance.
  
  
• Connect employees through support groups. Medical help isn’t the only support people going through menopause need. Having a group of peers who also understand the experience can also be beneficial. And since many senior leaders may be on or have gone through this journey, they can help foster a safe space and lead by example by prioritizing their health.
  
  
• Encourage flexible scheduling and work-from-home arrangements. Encouraging a flexible schedule and work-from-home arrangement can help employees going through any fertility health journey feel comfortable.
  
  
• In the office, create a comfortable space for managing symptoms. Remote work setups are not always possible. So, when employees are in the office, creating an inclusive environment is essential. One option is to offer a specific space for well-being that’s quiet, calming, and available when people need a break. Whether your office creates a specific space for menopause management or offers a multipurpose wellness room, having somewhere to relax in privacy can help employees regroup when symptoms are challenging before continuing their day.
  
  
• Monitor for new state or federal laws for menopause-related protections and accommodations.  Rhode Island is the first state to explicitly protect menopause or to explicitly require employers to reasonably accommodate restrictions related to menopause. Rhode Island codified these protections by amending its Fair Employment Practices Act, effective June 2025. Other states have enacted bills addressing healthcare benefits related to menopause, and pending bills in several other jurisdictions would expand workplace protections for employees experiencing menopause.¹

By creating a menopause-supportive workplace, businesses can help retain valuable employees, reduce costs, and improve overall productivity.

Carrott Fertility
Learn more: The menopause report: 2025 statistics and trends

¹ https://www.jdsupra.com/legalnews/ri-menopause-law-brings-new-8369784/