Menopause marks the stage in a woman’s life when menstruation, ovulation, and fertility come to an end. It is a gradual process with three stages: perimenopause, menopause, and post menopause. Symptoms can last anywhere from six months to fifteen years.
In Canada, an estimated four million women experience symptoms such as hot flashes, brain fog, sleep disturbances, and mood changes — all of which can affect their well-being and performance at work.
According to Teladoc Health:
• 33% of perimenopausal and menopausal women say their health challenges significantly affect their work.
• 64% report that menopause symptoms reduce the quality of their work.
• 40% have considered leaving their jobs due to a lack of menopause-related healthcare.
• 86% of perimenopausal women are more likely to remain with an employer that supports their healthcare needs.
What Workplace Support Can Look Like
Forward-thinking employers are beginning to integrate menopause support into workplace culture, benefits, and wellness strategies. Examples include:
- • Enhanced benefits coverage:
Coverage (full or partial) for treatments and services such as virtual doctor consultations, hormone replacement therapy (HRT), and mental health counselling. - • Specialized menopause programs:
Third-party programs that focus on menopause care and can be added to employer-sponsored benefits. - • Health and wellness initiatives:
Educational resources on menopause symptoms and treatment options, as well as lifestyle and wellness support through toolkits, webinars, workshops, and tracking tools. - • Manager and HR training:
Guidance for managers and HR teams on recognizing menopause symptoms, engaging in supportive conversations, and providing appropriate accommodations. - • Flexible work and workplace adjustments:
Options such as flexible hours, remote work, additional breaks, temperature accommodations (e.g., fans, improved ventilation), accessible washrooms, and relaxed dress codes.
Legal and Policy Considerations
Employers should also be mindful of legal obligations:
- • Human Rights and the Duty to Accommodate:
In many jurisdictions, if menopause symptoms reach the level of a disability, employers may have a duty to accommodate under human rights law. In Ontario, for example, the Human Rights Code does not explicitly reference menopause, but symptoms that significantly impair daily functioning could fall under protections related to disability, age, or sex.• - • Campaigns and voluntary guidance:
Advocacy groups, such as the Menopause Foundation of Canada, have developed toolkits and resources to help organizations build menopause-inclusive policies and practices.
Gaps and What’s Less Common
Despite progress, some areas of support remain inconsistent or are often overlooked in workplaces:
- • Full coverage of medical treatments such as HRT, other drug therapies, and mental health counselling specific to menopause.
- • Formal workplace policies that explicitly address menopause.
- • Paid leave specifically designated for menopause-related symptoms.
- • Consistent accommodations such as temperature controls or additional break time, particularly in non-office environments.
- • Broad awareness and training across HR, management, and all levels of staff.
If you would like to learn more about how your organization can expand menopause support within your benefits plan, please contact your Baynes & White consultant.