Menopause at Work: Why Supporting Midlife Women’s and Employees’ Well-Being Is a Business Imperative

For too long, menopause has been something women manage quietly — often while holding everything else together. But silence comes at a cost. One in ten women in Canada leave their jobs because of unmanaged menopause symptoms, costing the economy an estimated $3.5 billion each year (Menopause Foundation of Canada, 2023).

A note on inclusivity: Most workplace data focuses on women, but menopause is not exclusive to them. Anyone with ovaries — including some transgender men and non-binary people — may experience menopause. This article primarily references women to reflect the research, while emphasizing that inclusive workplaces must support all employees navigating this transition.

Midlife Women Are the Backbone of Our Workforce

One in four Canadian workers are women over 40, and the fastest-growing group are those aged 45–55 — the years when most experience menopause. Nine in ten say symptoms impact their work, yet almost 80% would not feel comfortable discussing them with HR (Menopause Foundation of Canada, 2023).

These employees are often senior contributors, people leaders, and culture carriers. Losing them is not just a personal loss — it creates gaps in leadership pipelines, institutional knowledge, and team stability.

Supporting women — and all employees experiencing menopause — is about more than wellness. It’s a strategic commitment to retention, equity, and workforce continuity.

The Pressure to “Hold It All Together” During Midlife

Menopause doesn’t occur in isolation. It intersects with the demands of midlife — leadership responsibilities, caregiving roles, evolving identity, and cultural expectations around aging and appearance.

Hormonal shifts can affect sleep, focus, and mood. But so can the pressure to perform, look composed, and maintain high standards. Many employees describe becoming more self-critical or concerned about appearance in ways that subtly shape energy, confidence, and well-being at work.

These pressures matter because they influence:

• focus and cognitive load

• stress and burnout risk

• self-esteem and psychological safety

• decision-making and communication

Research suggests a small percentage may meet criteria for an eating disorder during menopause, but many more experience stress-driven overcontrol, restrictive eating patterns, or perfectionism — often disguised as “discipline.” These patterns can deplete energy, resilience, and capacity at work.

Workplaces can counter this by shifting focus away from appearance and performance — and toward health, energy, flexibility, and support.

The Cost of Silence

Ignoring menopause has measurable organizational impacts. According to the Menopause Foundation of Canada:

• 540,000 workdays lost annually

• $237 million in productivity losses

• 1 in 10 women leaving their roles due to lack of support

But the deeper cost is talent erosion. Employees who feel they must “push through” symptoms often work harder to hide them, leading to exhaustion, presenteeism, and quiet disengagement. Some of the most capable leaders leave long before they want to — simply because work feels incompatible with midlife health.

Breaking that silence increases psychological safety and preserves expertise.

How to Create a Menopause-Inclusive, Health-Positive Workplace

You don’t need a major budget — you need intention, awareness, and practical support. The Menopause Foundation of Canada outlines strategies that HR teams can adapt:

1.      Open Dialogue

Normalize conversation through education, awareness campaigns, and leadership modelling. Clear, inclusive messaging signals safety and reduces stigma.

2.      Policy and Flexibility

Review policies for inclusivity:

• flexible scheduling

• temperature adjustments

• quiet spaces for rest or regulation

• confidentiality protections

These small adaptations can significantly improve comfort and productivity.

3.      Benefits That Address Midlife Health

Review coverage for:

• hormone therapy

• registered dietitians

• pelvic health physiotherapists

• mental health professionals with menopause expertise

Consider well-being programs centered on energy, resilience, and whole-person health — not weight or restriction.

4.      Manager & HR Training

Equip leaders with empathy skills and clear pathways for support. They don’t need clinical knowledge — just comfort, awareness, and direction.

5.      Community & Connection

Support employee resource groups, peer networks, or “midlife champions.” Community reduces isolation and reinforces a culture of care.

Why It Matters

Creating a menopause-inclusive workplace isn’t just the right thing to do — it’s the smart thing to do. When employees are supported through menopause, organizations see:

• Stronger retention of senior talent

• Greater engagement and loyalty

• Lower absenteeism and presenteeism

• Healthier, more inclusive workplace cultures

• More robust leadership pipelines

It’s also a powerful way to advance gender equity. Supporting midlife transitions ensures women — and trans and non-binary employees who experience menopause — remain represented and supported across all levels of an organization.

Reframing Midlife as Strength

Midlife is not a decline — it’s a period of transformation, perspective, and leadership depth. Employees in this stage bring unparalleled resilience and strategic judgment.

When organizations recognize and support this life stage, they unlock creativity, stability, and long-term organizational strength.

How We Help

Our therapists, registered dietitians, and certified coaches help organizations support midlife employees with programs that integrate:

• nutrition for energy, cognition, sleep, and hormonal balance

• mindset and confidence coaching

• stress and resilience strategies

• sustainable health habits for this stage of life

We offer awareness workshops, manager training, and personalized coaching for employees navigating menopause and midlife transitions.

If your organization is ready to create a more supportive, menopause-inclusive culture, we can help. Let’s work together to reduce stigma, increase understanding, and ensure every employee navigating menopause feels supported to thrive.

Connect with us to learn how your organization can take the next step toward a menopause-inclusive culture.

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This article is adapted from content originally published by 12 Weeks to Wellness.