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In today's workplace, women over 50 are the fastest-growing demographic. With symptoms of menopause like brain fog, hot flushes, and joint pain affecting their ability to work, it’s no surprise that so many female employees consider stepping back from their careers—or leaving their jobs entirely. This has a huge impact on women's career progression and the gender diversity of the workplace, especially in senior leadership positions. If you're a company committed to gender diversity and inclusive workplaces, providing menopause-specific benefits should be your top priority. It isn’t just the right thing to do—it’s a business imperative.

It's important to note at the start of this article that menopause doesn’t only affect women. Trans and non-binary employees can also experience menopause, which is why it’s essential to make sure that menopause benefits, policies, and conversations are inclusive and accessible to all employees, no matter their gender identity.

The impact of menopause on employee retention

Menopausal employees often experience debilitating symptoms of menopause that affect work performance, mental health, and work-life balance. Without access to menopause benefits or workplace accommodations, many employees consider stepping back from their careers. This negative impact is staggering: over half of menopausal employees have been unable to work at some point due to symptoms, while 1 in 4 report severe symptoms that interfere with their professional and personal lives.

Companies that fail to address these challenges risk losing talented women at a critical stage of life when they are often at the peak of their careers, holding senior leadership positions or providing irreplaceable expertise. Retaining these employees isn’t just about minimising turnover costs—it’s about creating workplace culture that values the contributions of all employees' talent across all life stages.

Why menopause benefits are good for your business

Supporting menopausal employees with tailored, menopause-specific benefits is the most important thing you can do for them. It's also an important thing to do to promote gender diversity and break the proverbial glass ceiling. Menopause accommodations like flexible work arrangements, reasonable adjustments to workloads, and access to menopause specialists have a positive impact on employee retention and overall workplace culture.

Consider the tech industry, where women in tech roles are already underrepresented. Offering robust menopause benefits, alongside reproductive health and fertility benefits, can help build inclusive workplaces that attract and retain female talent. And if you want to go one step further, addressing the stigma around menopause can encourage professional development and career growth for women navigating this stage of life.

Why a strong menopause policy matters

While menopause benefits can take many forms, a comprehensive menopause policy is the cornerstone of supporting employees through menopause. A well-designed policy should not only address practicalities like how to book time off or access medical benefits but also provide educational resources on psychological symptoms, hormone therapy, and physical therapy options for menopausal symptoms.

For tips on how to write an inclusive menopause policy, click here.

At Fertifa, we understand that no two experiences of menopause are alike. That’s why our menopause policy template includes guidance on workplace adjustments, resources for employees, and tools for training managers to improve menopause awareness. By implementing these policies, businesses can provide tangible support to female employees, helping to close the gender pay gap and ensure gender parity at every level.

You can download our free menopause policy template below.

Manager training and employee resource programmes

One of the most effective ways to support menopausal women is through training managers to recognise the impact of symptoms like brain fog and night sweats on work performance. Managers who understand the needs of menopausal employees can implement reasonable adjustments, like offering flexible work schedules or access to an employee assistance programme.

Additionally, creating an employee resource group for reproductive health can normalise conversations around menopause – and other important topics like fertility and family-forming– and create a culture of openness. These efforts go beyond meeting legal obligations—they empower employees to thrive in their careers without sacrificing work-life balance.

Fertifa menopause support

Menopause is an inevitable stage of life for half of the world's population. At Fertifa, our best-in-class clinical team is always just a few clicks away, ready to support ad treat your employees with ongoing care throughout their menopause and perimenopause journeys.

Discover more about Fertifa here!

The long-term benefits

Providing menopause-specific benefits and accommodations has a ripple effect across the workplace. Companies that support women in this stage of life see improved employee retention, increased engagement, and higher productivity. Women are more likely to stay in their roles, progress to senior leadership positions, and contribute to a more diverse, innovative workplace.

By addressing the physical and psychological symptoms of menopause and reducing the stigma, businesses create an environment where professional development and career progression are attainable at any life stage. Whether it’s flexible schedules, the ability to work from home, access to educational resources, or introducing menopause accommodations in the office, these supportive benefits have a huge impact on both employees and the bottom line.

Life doesn’t pause when the workday begins. For women to succeed in their careers, and for your company to succeed as a business, menopause awareness and the implementation of menopause benefits should be a top priority. The alternative? Losing female talent, widening the gender pay gap, and perpetuating the limitations that prevent gender parity in leadership.

By adopting menopause policies and offering supportive benefits, businesses can create positive change and reap the rewards of an inclusive, equitable workplace. Create a workplace that supports your employees through menopause, celebrates their contributions, and ensures that every stage of life is valued equally.