Author: Shirley Weir, founder of Menopause Chicks | Expert Reviewer: Taylor Thurston, Naturopathic Doctor & Menopause Society Certified Practitioner
Editors: Romina Garcia de leon and Janielle Richards (Blog Co-coordinators)
Published: March 8, 2025
In 2023, the Menopause Foundation of Canada released a groundbreaking report revealing the staggering $3.5 billion cost of unmanaged menopause-related health concerns to the Canadian economy.
This is not an abstract figure; it represents real lives and livelihoods. The report showed that one-in-five women have considered leaving their jobs due to debilitating symptoms and quality of life. This statistic is not just a wake-up call for workplaces—it’s a rallying cry.
But wait! Let’s digest these numbers: 20% of women feeling so poorly, unsupported, and defeated that they have seriously contemplated quitting their jobs?
That’s serious.
And it should beg another question: what about the other 80%?
These women, though they may not be considering quitting, may be struggling in silence to manage their health while maintaining their professional, family, and community responsibilities. The conversation about menopause in the workplace is not just about ticking the box on the latest trends in wellness; it’s about addressing a complex web of economics, productivity, health and equity—within an organization’s cultural landscape.
A Systemic Issue, Not Just a Personal Problem
By the time fluctuating hormones, sleep disruption, or other health concerns could impact a woman’s life at work (for example: 25% of respondents from the HER-BC Study in 2024 reported missing work, 17% have reduced hours of work and nearly 10% report having turned down a promotion or career advancement), she has likely already exhausted her ability to manage these challenges on her own.
That’s because, unfortunately, many women face barriers when accessing health care. Approximately 7 million Canadians (~1 million in British Columbia) do not have a family doctor.
And those who do?
Well, the InHerWords 2019 report highlights that over half of women leave health appointments feeling dismissed or disappointed, particularly when discussing issues related to menstruation or menopause.
For Indigenous women and women of colour, these statistics are even higher. Add to this the fact that many women lack access to a primary healthcare provider or encounter healthcare professionals who lack expertise in menopause care, and the picture becomes clear: this is a systemic issue, not an individual one.
The headlines often claim that women are leaving the workforce because of “menopause.” But let’s be precise: menopause is a single day on the calendar marking the end of ovulation. It’s not one’s reproductive status that drives women out of the workplace.
The real culprits?
- A confusing, and often contradicting, landscape of women’s health information.
- Lack of conversation and education about the perimenopause-to-postmenopause transition.
- Limited awareness about how hormone health intersects with other health experiences–like iron deficiency, burnout, insomnia, depression & thyroid disorders.
- Workplace cultures that overlook midlife women’s health in employee benefits.
- And ultimately, the persistent failure to acknowledge (and prioritize) women’s health at this stage of life. Period.
Why Should Employers Care?
Workplace leaders have an extraordinary opportunity to support employees while also strengthening their organizations, the economy and turning down the dial on chronic health conditions. Here are some key reasons to take action:
- Health is a productivity issue. Employees experiencing sleep deprivation, cognitive changes, burnout, or heavy bleeding are less productive and less satisfied at work. Addressing these issues is not only humane but also good for morale, retention, and the bottom line.
- Retention matters. When 1-in-5 women consider quitting, it’s not just a personal crisis; it’s a talent crisis. Supporting midlife employees will reduce turnover, protect institutional knowledge, and support the 4-in-5 who may never have the desire, or the economic means to leave their jobs, yet they encounter the same barriers when navigating health concerns.
- Equity and inclusion. Creating a workplace that acknowledges and supports women (and their partners/families) at every age and stage sends a powerful message about the organization’s commitment to health equity.
Where Do We Start?
- Examine workplace culture. Are ageism and sexism present in subtle or overt ways? What happens when employees speak openly about menopause-related challenges? Is the culture one of support or silence? Does this impact employee engagement? Advancement?
- Review + update benefits packages. When was the last time employee benefits were reviewed through the lens of a 45+ female employee? Does the plan include access to menopause hormone therapy, pelvic health physiotherapy, and mental health resources? Is there a clear process for employees to recommend or request specific coverage?
- Improve healthcare access. How easy is it for employees to access the healthcare they need? Consider partnering with local menopause experts or telehealth providers to offer specialized menopause care.
- Address burnout & insomnia. Burnout is not good for business. Review organizational policies on workloads and mental health support. Burnout (recognized by the WHO in 2019 as an occupational phenomenon) and poor sleep health is too often mislabeled as “just menopause” when it’s actually a broader issue. Sleep disorders cost Canadian employers approximately $5,000 per employee per year in lost productivity. Half a million Canadians miss work due to mental illness every week, which impacts the economy by approximately $51 billion annually.
- Provide education and support. Hosting a workplace educational session on menopause is a great start. Employee groups are seeking evidence-based health education and health navigation support. For example: Where do I go for X? How do I know Y is covered? Many also want to augment menopause education with sessions specifically related to topics such as sleep, heart, brain, bone, mental and sexual health.
- Empower conversations. Encourage leaders and managers to normalize discussions about menopause in the workplace. Training programs can help them understand how to approach these topics with empathy and respect.
A Paradigm Shift
Before founding Menopause Chicks, I often heard “menopause” and “hormones” spoken in hushed, negative tones. Phrases like “She’s so hormonal” or “Menopause sucks” reinforced outdated stereotypes: hot, tired, moody, miserable, and more. These narratives are harmful and dismissive. We are the first generation to turn 50 with five more decades of active contribution to plan for.
It’s time to reframe the conversation. What if, instead of viewing menopause as an end, we saw it as a beginning? What if menopause was associated with being smart, wise, confident, and beautiful? This is not just a health issue; it’s a cultural shift. I’m encouraged by the societal elevation of women in their 6th, 7th, and 8th decades. We are seeing women in postmenopause revered via a spike in age-at-retirement, the entertainment industry, and new conversations like Wiser Than Me, a podcast hosted by Julia Louis-Dreyfus.
By prioritizing women’s midlife health, we’re not just improving individual lives—we’re strengthening families, workplaces and communities.
It’s 2025, and we are sitting on a powerful window-of-opportunity to reduce future rates of heart disease, dementia, osteoporosis, type 2 diabetes, and genitourinary syndrome of menopause (atrophy, incontinence, and pelvic organ prolapse)—while improving overall quality of life and promoting longevity.
The Bottom Line
Workplaces that choose to employ menopause education strategies will gain a competitive advantage, particularly for their employment brands. More importantly, they will demonstrate a genuine commitment to their employees’ well-being. Because every woman deserves to feel amazing—at work and beyond.
