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

In the bustling halls of American enterprise, a silent transition is occurring every day, affecting the lives of a substantial demographic of the U.S. workforce. We’re referring to perimenopause and menopause. You shouldn’t be surprised, and it shouldn’t be a secret. After all, 75% of American women in their 40s and 50s (the window in which perimenopause and menopause usually occur) continue to contribute vigorously to the economy. More specifically, the same percentage of women (75%) between the ages of 45 and 54 are in the U.S. workforce.

The bottom line here is that roughly 27 million employees, or 20% of the U.S. workforce, are in some stage of menopause transition, and the number of post-menopausal women is expected to reach 1.1 billion globally by 2025.

Yet, a mere fraction of U.S. employers acknowledge, much less accommodate, the unique challenges posed by this natural phase of life — a transition that isn’t limited only to employees who identify as women but which certainly comes to the forefront with Women’s History Month. For example, one 2023 study found that only about 4% of U.S. employers that offer sick leave are providing additional support for menopause, such as access to hormone therapy and counseling for employees experiencing the vast range of symptoms associated with this physiological and psychological change.

Addressing this omission in support of employee wellness also makes sense from a business perspective. Menopause is costing the U.S. economy an estimated $1.8 billion in lost working time annually, according to a Mayo Clinic study released last year. The study says the cost soars to $26.6 billion annually when you add in medical expenses. A 2022 survey by health care company Biote found that four out of every 10 women experienced menopause symptoms that interfered with their work performance or productivity on a weekly basis, and 17% quit a job or considered quitting due to menopause symptoms.

The clear message? Inadequate support undermines wellbeing and business performance. It’s a glaring oversight in an era that lauds diversity and inclusion. This shortcoming calls for organizations to pivot swiftly to support their employees navigating this complex physiological and psychological tide.

The invisible struggle

Yet, menopause largely remains a hushed topic, with symptoms ranging from mild to disruptive. Hot flashes, insomnia, and mood swings don’t just affect personal comfort; they impair concentration, decision-making, and productivity. Meanwhile, traditional health benefits remain conspicuously silent on the myriad personal challenges this change in life brings, often compelling talented individuals towards quiet-quitting or outright resignation.

As a result, as the numbers above attest, a staggering number of women experiencing menopausal symptoms find the workplace increasingly inhospitable. A large reason is that they don’t have the benefits or accommodations to deal with their shifting reality. And it’s not only because traditional health care benefits don’t cover their new needs. The nonprofit advocacy organization Let’s Talk Menopause reports this stark picture from its research: 

• 75% of those who seek medical care for perimenopause or menopause are left untreated.
• 38% of those in late perimenopause experience symptoms of depression.
• 80% of OB-GYN residents admit to being ill-prepared to discuss menopause.

At the same time, job candidates and employees are showing much more interest in benefits to help deal with the symptoms of perimenopause and menopause. A report by Lensa, an online jobs site, found that interest in menopause leave jumped by an eye-popping 1,300% between 2019 and 2023 and had the largest increase in annual searches for employee benefits by job candidates last year (a 336% increase over 2022). 

All of the numbers and trends underscore the need for businesses to recognize perimenopause and menopause as important facets of employees’ life stages and reflect this in their benefits programs. This is the only way employers can contribute to the overall wellbeing of their entire workforce and create a more inclusive and supportive workplace culture.

Yet, when it comes to the corporate safety net, there’s a stark contrast between the provisions we find for parental care and other well-documented life stages and the support available for female employees transitioning through menopause. In response to that mandate and realization, modern HR professionals are advocating for flexibility — not merely in hours but in benefits that extend beyond the traditional scope of time off and medical care. 

The flexibility factor

Enter Lifestyle Spending Accounts (LSAs), an emerging benefit with the potential to redefine how employers invest in their workforce’s wellness.

Unlike traditional health care benefits, flexible spending accounts, or health savings accounts, LSAs offer a much more nuanced approach to supporting employee health and wellbeing. LSAs provide a budget that employees can allocate as they see fit. They can use their accounts to help cover the costs of measures for support and accommodation that are as varied as mental health care, at-home temperature control to get a more restful night’s sleep, hormone therapy, and exploring telehealth from organizations that specialize in perimenopause and menopause care.

In other words, LSAs are true to their name: They empower employees to pay for self-caring that fits their lifestyle at this time in their lives. This isn’t just about alleviating symptoms. We’re talking about a strategic move toward inclusion and support for the entire spectrum of employee demographics. The change is about signaling to employees that their personal wellbeing is paramount, regardless of their age or circumstances. It’s a reflection of corporate empathy that could determine retaining expertise or losing a valuable and significant segment of the workforce.

10 optimal uses for an LSA to address perimenopause and menopause

Here are 10 areas where a specifically tailored lifestyle spending account can be a game-changer for the perimenopausal and menopausal employee:

1. Specialized supplements and medications. Menopause-specific supplements, compounded prescriptions, or hormonal therapies often fall outside standard health benefits. With a lifestyle spending account, women can access a range of solutions tailored to their hormonal needs.
2. Comfortable clothing. Hot flashes can send even the most seasoned professional on a quest for the nearest cooler. An allowance for breathable, loose-fitting attire can keep women comfortable and focused at work.
3. Sleep hygiene resources. Sound sleep is a rarity during menopause, leading to a cascading impact on productivity and mood. An LSA can be the gateway to a restful night’s sleep, from specialized mattresses and bedding to white noise machines.
4. Therapeutic bodywork. In addition to massage therapy, acupuncture, and other bodywork forms not only alleviate physiological discomforts but also mitigate the stress that exacerbates menopausal symptoms.
5. Cognitive therapy. Menopause isn’t just a physical change. The cognitive therapy sessions covered by an LSA provide valuable tools to manage the emotional terrain of this transition.
6. Gym memberships or classes. Physical activity is a crucial component of pain and stress management strategies. A provision for gym memberships or specific classes encourages a healthy, mindful approach to physical wellbeing.
7. Nutritious meal services. While it’s critical to move, fueling the body with the right food is equally vital. Meal services that cater to individual dietary needs can be a godsend for those juggling menopausal symptoms and a busy professional life.
8. Personal environmental control. Stress can be a potent trigger for hot flashes. Allowing employees to optimize their surroundings with fans, temperature control devices, or even a shift to remote work can offer a more serene professional environment.
9. Aromatherapy and therapeutic scents. For the woman on the go, therapeutic scents and aromatherapy can be discreet yet effective tools for managing stress and mood swings during her workday.
10. Educational and supportive resources. Menopause can be a bewildering experience. An LSA can cover the costs of books, apps, or memberships to menopause support networks, offering knowledge and a sense of community to women during this isolated time.

Read more: Navigating menopause in the corporate landscape

Bridging the gap

Ideally, we wouldn’t need to make a case for LSAs tailored to this midlife transition. Until then, however, recognizing the value of personalized spending in navigating such a pivotal life event is a crucial step toward equality and wellness in the workplace.

Forward-thinking firms will view this not as a challenge but as an opportunity to set industry standards, demonstrating that support through significant life transitions is not just good ethics; it’s good business. It’s not about coddling women; it’s about empowering them. 

An LSA that recognizes and supports the needs of women in perimenopause and menopause underscores a company’s commitment to its employees’ total wellbeing, career longevity, and demographic relevance. It’s an investment that, if extended, can yield dividends in the form of a healthy and fiercely loyal workforce.

Sylvia Flores is the Chief of Brand and Culture for Espresa.