A Benefit Flying Under the Radar

A Benefit Flying Under the Radar

But it's not going anywhere. 

Menopause is something half the population will go through, yet it's still often overlooked in workplace conversations. For many people, especially women in their 40s and 50s, menopause isn't just hot flashes — it can mean mood swings, brain fog, fatigue, anxiety, and trouble sleeping. All of these can seriously impact work performance, confidence, and overall well-being. And we don’t talk about it!

So, why is this your problem? Well, if you have female reproductive organs, you will experience menopause at some point in your life, and wouldn’t it be nice to have an employer that didn’t skirt the topic, knew how to support you, and maybe even provided some benefits to help? And if you have male reproductive organs, you will, at some point in your life, know and love someone going through menopause. And wouldn’t it be nice if they had an employer that didn’t skirt the topic, knew how to support them, and maybe even provided some benefits to help?

Also know that it’s possible for state mandates for these types of benefits to make it to your state. In June, Rhode Island became the first state to pass legislation requiring support for employees experiencing menopause. Other states have passed legislation requiring insurers to provide coverage for menopause, and still many other states have proposed legislation around insurance requirements and acts designed to provide support. It’s coming. And I love it!

So what can you do as an employer. Leader, or HR professional? First off, it starts with awareness. This doesn’t have to be a costly benefit program. Normalizing menopause as a workplace health issue — not taboo — goes a long way. Here are a few ways employers can show real support:

• Flexible working: Allowing employees to adjust hours or work remotely can help manage symptoms better.
• Education and training: Offering sessions or resources for all staff (not just those going through menopause) helps build understanding and reduces stigma.
• Supportive policies: Including menopause in wellness and HR policies shows that the company takes it seriously.
• Private, comfortable spaces: Somewhere to cool down, rest, or take a break can make a huge difference.
• Open conversations: Encouraging leaders to be approachable and understanding helps employees feel safe speaking up.

At the end of the day, supporting employees through menopause isn’t just the right thing to do — it’s good for business. Happier, healthier teams are more productive and more likely to stick around. It's time to bring menopause out of the shadows and into the workplace conversation.

-Kristi