Despite its widespread impact, menopause is often underrepresented in health plans. Many women find that hormone replacement therapy (HRT), alternative treatments, and specialist care are not covered—or require out-of-pocket expenses that deter them from seeking care.

Health plans should include HRT, non-hormonal treatments, therapy for mental health support, pelvic health specialists, and telehealth options for menopause-related concerns. Additionally, employees need access to menopause-specific telehealth services and wellness programs that provide expert guidance and symptom management. Acupuncture, nutrition counseling, and fitness programs tailored to hormonal changes can all make a significant difference in symptom management.

As we enter Q2 of this year, it’s not too late to consider expanding menopause-related benefits for the next time your plan is up for changes. Employees will value the support beyond the traditional reproductive years.

In addition to benefits plans, there are other changes that can be implemented to provide more support and comfort. Menopause symptoms like insomnia, migraines, and hot flashes can make rigid work schedules difficult. Companies that offer flexibility can help employees maintain productivity without sacrificing wellbeing. What does this look like? The easiest option for some organizations can be offering remote or hybrid options. Allowing employees to work from home when needed can help them manage fatigue and other symptoms. Adjusted start times or break allowances can give employees time for morning wellness routines, exercise, or medical appointments. Some companies have even started offering dedicated menopause leave, recognizing that severe symptoms may require time off without using sick days.

Related: Why workplace menopause support is overdue and 10 ways an LSA can help

For employees who work in-office, physical workplace adjustments can make menopause symptoms more manageable. Small but meaningful accommodations show employees that their needs are understood. Providing desk fans, cooling rooms, or improved office ventilation can make a big difference for employees experiencing hot flashes. Joint pain and stiffness are common menopause symptoms, so adjustable chairs, standing desks, and keyboard supports can improve comfort. Designating quiet rooms for relaxation—similar to lactation rooms for nursing employees—gives employees a place to reset during the day. These adjustments don’t just benefit menopausal employees—they contribute to a healthier workplace for everyone!

Additionally, workplace culture plays a critical role in how menopause is perceived. Do your employees openly discuss menopause? Or is it hidden behind closed doors, in hushed, dark corners of taboo? If employees feel they must hide their symptoms, they are less likely to seek support.

Employers can take proactive steps to create an open and inclusive environment. Equip leadership with the knowledge to recognize menopause symptoms, offer accommodations, and approach conversations with sensitivity. Distribute educational materials, host menopause webinars, and share personal stories from senior leaders to reduce stigma. After all, every woman will go through this stage of life.

Businesses can also take a step further and establish employee resource groups (ERGs) or mentorship programs to create peer support for those experiencing menopause. When menopause is treated as a normal part of the employee life cycle, businesses create a culture of inclusion, not exclusion.

One of the biggest hurdles in workplace menopause support is that many decision-makers simply don’t understand its impact. Since many benefits and HR leaders are male, it’s crucial to engage them in the conversation. Position menopause policies as a retention and productivity issue, not just a health topic. It’s not “just a personal issue.” Frame it in terms of talent retention, business continuity, and employee engagement. Providing education for all employees—especially male managers—helps eliminate misconceptions and encourages a more empathetic workplace. Just as workplaces have prioritized gender equality, parental leave, and mental health, menopause should be seen as a necessary component of diversity, equity, and inclusion (DEI) efforts. When male leaders become allies in normalizing menopause, the entire workplace benefits.

Forward-thinking companies are already implementing menopause benefits—and gaining a competitive edge in recruitment, retention, and workplace satisfaction. By addressing menopause directly, businesses attract top talent, reduce absenteeism, and create an environment where employees can thrive at every stage of life.

For benefits professionals, this is an opportunity to lead the charge in transforming workplace policies, ensuring that menopause is not a moment but a movement - no longer an afterthought but a key part of holistic employee wellbeing.

The question isn’t whether workplaces should support employees through menopause—it’s how soon they’ll act to make it a priority.

Tamsen Fadal is an award-winning journalist, women's health advocate, and social media powerhouse. She is also the author of How to Menopause: Take Charge of Your Health, Reclaim Your Life, and Feel Even Better than Before.