Menopause and work: Supporting total wellbeing and organizational performance

Published on August 28, 2026

Canadian employers can significantly improve employee retention and workforce stability by recognizing a life stage that affects millions of working women.

Approximately two million working women in Canada are between the ages of 45 and 55, when menopause symptoms most commonly emerge.¹ Nearly all experience symptoms, and about one in three report lower productivity at work. Roughly one in 10 slow their career progression or leave their job because of these symptoms.²

An overlooked reality

Women in this cohort play a central role in organizations. Many hold senior positions and have built valuable institutional knowledge over the years. When menopause symptoms interfere with sleep or concentration, the consequences extend well beyond personal discomfort and can affect organizational productivity, employee retention and succession planning.

Although menopause is a predictable life stage, it is still often treated as a private matter. Because it remains stigmatized, many women worry that discussing its effects could change how others perceive them.

This hesitation can shape career decisions. Some women reduce their hours, while others forgo advancement opportunities. In some cases, they leave their jobs altogether. Each year, unmanaged menopause symptoms are estimated to cost some $237 million in lost productivity, the equivalent of roughly 540,000 lost workdays.³

Normalizing the conversation

Workplace misunderstandings about menopause often stem from an incomplete understanding of how its symptoms affect women. Hot flashes may be the most visible symptom, but sleep disturbances, fatigue, anxiety and difficulty concentrating are often more disruptive at work. These symptoms can affect women’s ability to perform their work and may require them to take time off.

Menopause can have a significant impact on women’s careers: 44 per cent of women who report receiving no workplace support say it has negatively affected their career, but among those who do receive support, that number is nearly halved.⁴

Many organizations also lack clear guidance for managers and human resources teams. This makes it essential to normalize menopause as a natural stage of women’s lives.

Training managers and human resources teams to discuss menopause as a normal workplace topic can help reduce stigma and make accommodations the norm rather than the exception. A better understanding of menopause can foster empathy and reduce bias.

A key lever: Group insurance plans

Providing structured support does not necessarily require major changes. Even modest accommodations can make a meaningful difference. Flexible schedules, for example, can help employees manage sleep disturbances. Adjusting meeting frequency and building breaks into the workday can also make symptoms easier to manage.

The physical work environment also matters. Temperature control, access to quiet spaces and more flexible dress requirements can improve comfort and help ease symptoms.

Group insurance plan design can also serve as a strategic lever for total wellbeing. Offering resources and treatments suited to every life stage, including menopause, means recognizing that needs evolve from perimenopause through postmenopause.

Such an offering can include:

• Access to medications, coverage of newer treatment options and support from healthcare providers
• Comprehensive mental health coverage, which is essential given the psychological effects and sleep disturbances associated with menopause
• Flexible health and wellness spending accounts that allow employees to select services based on their needs
• Access to telemedicine, making it easier to consult a healthcare provider without taking time away from work
• Employee and family assistance programs (EFAPs) that provide support for sleep, stress management and mental health

Data from our claims portfolio shows that the use of hormone replacement therapy increased by 37 per cent from 2021 to 2024.⁵ This reflects both greater awareness and increased use of available treatment options.

A workforce issue

Menopause should no longer be treated as an exception. It is a normal part of working life.

It often coincides with the years when women’s earnings are highest and many hold leadership positions. Failing to address menopause can therefore lead to talent loss and lower employee engagement.

Conversely, organizations that account for menopause in their workplace practices and group insurance plans are better positioned to attract and retain experienced women.

Organizations routinely plan for predictable workforce events. Menopause should be no exception.

An earlier version of this article was published by Human Resources Director in March 2026.

¹ According to the Menopause Foundation of Canada, approximately two million working women in Canada are between the ages of 45 and 55, when menopause symptoms most commonly emerge.
²About one in 10 women leave the workforce or slow their career progression because of menopause symptoms.
³Fawcett Society : Landmark Study: Menopausal Women Let Down by Employers and Healthcare Providers, 2023
⁴Ibid.
⁵iA Financial Group, internal data, 2025