Menopause at work
Why it’s important
Making menopause inclusivity a priority not only improves your organization’s performance and financial bottom line, it also makes a great place for employees to work.
What does menopause have to do with work?
Menopause has always been around, but today, menopausal women are the fastest-growing workforce demographic, and for many it’s not an easy transition.
With the right awareness and support, people experiencing menopause can continue to thrive at work. But today, menopause is only whispered about in corridors with potentially significant consequences for both employees and employers.
Read on to learn more about the compelling reasons why all employers should take menopause at work seriously.
Learn more about…
The demographic case
The gender equity case
The legal case
The social responsibility case
The business case
the demographic case
We’re living and working longer
On average, women reach menopause between the ages of 45 and 55. On average, symptoms start at age 41.
10% will reach menopause before the age of 45 (early menopause), and 1% enter before the age of 40 (premature menopause).
Women represent roughly half the US workforce, and approximately 45% of those are in perimenopause or menopause. That’s 50 million women in the US currently navigating menopause, with a further 2 million reaching menopause each year.
These women are crucial to the US workforce, often at the prime of their professional careers. Unfortunately, 2 in 5 women consider quitting their jobs due to menopause symptoms. Acting now to keep these experienced people in work is more important than ever.
is the average age menopause symptoms start
women in the US are currently navigating menopause
women will reach menopause each year
consider quitting their jobs due to menopause symptoms
Acting now is important for all employers to ensure they retain talent and close the gender pay gap
The gender equity case
The gender pay gap widens with age
Women aged 25 to 34 have edged closer to wage parity with male counterparts in recent years, however the wage gap tends to increase as they age.
The drop starts in the age 35 to 44 age bracket. Pew Research Center states this drop may coincide with when women have children under 18 at home.
It may also coincide with the start of menopause symptoms, which we know to be at age 41 on average.
Giving people the confidence to speak up and providing them with the support and adjustments they need can enable them to continue thriving at work.
There are 50 million women in the US navigating menopause
With a further 2 million reaching menopause each year.
The legal case
Short-term investment can prevent long-term issues
While there is currently no single federal law in the United States that explicitly defines menopause-related rights in the workplace, existing labor standards and anti-discrimination protections can apply. In practice, menopause has often been addressed indirectly through broader frameworks such as disability accommodation, sex discrimination, and workplace health and safety.
That landscape is changing quickly.
Across the U.S., momentum is building at the state and local level, where lawmakers are beginning to address menopause more directly. In 2025 alone, more than 20 menopause-related bills have been introduced across roughly a dozen states, with proposed legislation focused on workplace accommodations, anti-discrimination protections, and clearer employer responsibilities.
Rhode Island became the first state in the country to pass menopause-specific workplace legislation. The law requires employers to provide reasonable accommodations for individuals experiencing severe menopause symptoms. This marked a significant shift, moving menopause from an implied consideration under existing laws to an issue that is explicitly recognized in statute.
Local governments are also moving swiftly. Philadelphia has enacted anti-discrimination protections related to menopause at work, demonstrating how quickly this issue can progress from awareness and advocacy to enforceable policy at the municipal level.
For employers, this evolving legal landscape underscores the importance of taking proactive steps now. Providing education, supportive policies, and reasonable accommodations not only supports employee wellbeing, but also helps organizations stay ahead of regulatory change and reduce legal risk as menopause becomes an increasingly visible and regulated workplace issue.
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Workers can be eligible for time off due to a serious health condition related to menstruation, or its cessation (menopause).
State laws can offer paid sick leave or break time that can be used for reasons relating to periods.
Accommodations related to menstruation may be available under the new Pregnant Workers Fairness Act. Menstruation, perimenopause and menopause are considered related medical conditions to pregnancy.
The Occupational Health Act requires all employers to offer regular access to toilets, running water and waste disposal – all of which are necessary requirements for dignified menstruation.
Employers are required to protect their workers from discrimination of the basis of sex, gender identity, race, age and disability – all of which are categories that intersect with menstruation and menopause – in the following laws:
- Title VII of the Civil Rights Act
- The Age Discrimination in Employment Act
- The Americans with Disabilities Act
Some states and human rights laws also offering protections, for example the New York City Human Rights Commission guidance states that “discrimination based on menstruation is a form of gender discrimination.”
How Menopause Friendly is your organization?
67% of women report concern over the impact of menopause on their mental health
Source: Circle in 2021
The business case
Menopause impacts your bottom line
Studies have shown that addressing menopause symptoms in the workplace has the potential to improve absenteeism, employee retention and productivity, while causing women to feel more positive about their company.
It can also save companies millions or billions of dollars in direct and indirect costs…
The cost to replace a woman who leaves your business is estimated to be 150% of their salary
Learn how we can help your organization
Want to learn more about what it means to be menopause friendly, how your organization can benefit and how we can help?
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the social responsibility case
It’s the right thing to do
Everyone experiences menopause differently. Symptoms can be physical, such as hot flushes, headaches, poor sleep and erratic periods, or psychological, such as anxiety, low moods, lack of confidence and poor concentration.
75-80% of women experience symptoms, and many are unaware of what’s causing them. Less than 20% of US businesses provide information on menopause.
Even when women recognize symptoms, 70% are not comfortable discussing these at work. It’s not surprising that 67% report concern about the impact on their mental health, and they’re 4x more likely to have a depressive episode.
Achieving menopause awareness and ensuring the right support is available is a must for all employers.
of women experience menopause symptoms
are being adequately treated
of businesses provide any information about menopause to their employees
they’re up to 4x more likely to have a depressive episode