Menopause at Work: Why Supporting Midlife Women’s and Employees’ Well-Being Is a Business Imperative

For too long, menopause has been something women manage quietly — often while holding everything else together. But silence comes at a cost. One in ten women in Canada leave their jobs because of unmanaged menopause symptoms, costing the economy an estimated $3.5 billion each year (Menopause Foundation of Canada, 2023).

A note on inclusivity: While most research and workplace statistics focus on women, menopause is not exclusive to them. Anyone with ovaries and a uterus — including some transgender men and non-binary people — may experience menopause. In this article, we primarily reference women to reflect the data, while acknowledging that inclusive workplace practices must support all employees navigating this transition.

1. Midlife Women Are the Backbone of Our Workforce

One in four Canadian workers are women over 40, and the fastest-growing group are those aged 45–55 — the years when most experience menopause. Nine in ten say symptoms impact their work, yet almost 80% would not feel comfortable discussing them with HR (Menopause Foundation of Canada, 2023).

These are women in their most experienced, productive years — often leading teams, mentoring others, and holding deep organizational knowledge. Losing them due to lack of understanding or flexibility isn’t just a personal loss — it’s a business one.
Supporting women — and all employees experiencing menopause — is about more than wellness. It’s about leadership, equity, and retention.

2. Midlife, Menopause, and the Pressure to “Hold It All Together”

Menopause isn’t only physical. It intersects with identity, confidence, and cultural expectations in powerful ways. Hormonal changes can affect sleep, focus, and mood, but so can the stress of midlife itself — the juggling act of career demands, family responsibilities, and shifting sense of self.

At the same time, employees are surrounded by social cues about appearance, aging, and “wellness.” Many describe becoming more self-aware — or self-critical — as beauty and health culture increasingly blur. Some even notice that as their teenage daughters explore makeup and “glow-ups,” they too start paying more attention to their own appearance.

This isn’t vanity — it’s connection. Psychologists call it appearance contagion — the idea that conversations and behaviors around appearance can ripple through social groups. It can be bonding, but it can also subtly reinforce self-comparison and body dissatisfaction, especially during menopause when the body naturally changes.

These influences can affect self-esteem and health behaviors at work too — from restrictive eating patterns to burnout fueled by perfectionism. While research suggests about 3.5% of people in menopause may meet diagnostic criteria for an eating disorder (Monash Lens, 2024), many more experience stress-related eating or overcontrol masked as “discipline.”

Workplaces can help by shifting the conversation away from appearance and performance — and toward energy, health, and resilience.

3. The Cost of Silence

Ignoring menopause at work has real and measurable consequences. According to the Menopause and Work in Canada report:

• 540,000 workdays are lost each year due to unmanaged symptoms.
• $237 million in productivity losses occur annually.
• 1 in 10 women leave the workforce because they can’t get the support they need.

But the true cost isn’t only in lost productivity — it’s in lost potential. Employees who feel they must “power through” symptoms in silence often work harder to hide them, exhausting themselves in the process. The combination of fatigue, self-doubt, and lack of support can quietly push some of the most capable professionals out of the workplace.

Breaking that silence benefits everyone — because when women and others experiencing menopause feel safe, supported, and seen, they can bring their best selves to work.

4. Creating a Menopause-Inclusive, Body-Positive Workplace

A supportive workplace doesn’t require massive investment — just intention, awareness, and compassion. The Menopause Foundation of Canada offers a simple framework that HR leaders can adapt:

1. Open Dialogue
Normalize conversation about menopause through education and leadership modeling. Encourage leaders — men, women, and gender-diverse employees — to speak up and create safe spaces for others to do the same.

2. Policy and Flexibility
Review workplace policies for inclusivity: flexible schedules, temperature control, and private areas for rest or reflection can make a world of difference. Confidentiality matters — employees should be able to seek help without fear of stigma.

3. Benefits and Support
Audit benefits to ensure coverage for hormone therapy, registered dietitians, and mental-health professionals who understand menopause. Consider adding coaching or nutrition programs that focus on energy and well-being, not weight or restriction.

4. Manager and HR Training
Train leaders to respond with sensitivity and empathy. A manager doesn’t need to be an expert — just a good listener who knows where to direct support.

5. Build Community
Support employee resource groups or “menopause champions” to reduce isolation and show that your organization takes this life stage seriously.

5. Why It Matters

Creating a menopause-inclusive workplace isn’t just the right thing to do — it’s the smart thing to do. When employees are supported through menopause, organizations see:

• Stronger retention and engagement
• Lower absenteeism and presenteeism
• Healthier, more inclusive workplace cultures

It’s also a powerful way to advance gender equity. Supporting women through this transition ensures they remain in leadership pipelines and continue to mentor and inspire others. Supporting trans and non-binary employees ensures inclusivity extends across all workplace demographics.

6. Reframing Midlife as Strength

Midlife isn’t a decline — it’s a transformation. It’s a time when people bring unparalleled perspective, resilience, and leadership to their work. When organizations embrace this truth, they unlock creativity, loyalty, and long-term impact.
At 12 Weeks to Wellness, our registered dietitians and certified coaches help companies support employees in midlife transitions with compassion — combining nutrition, self-care, and mindset coaching that builds confidence and sustainable health habits.
Because well-being isn’t about restriction. It’s about renewal, strength, and thriving through every stage of life.

Let’s Start the Conversation

If your organization is ready to create a more supportive and menopause-inclusive workplace, we can help. Our team at 12 Weeks to Wellness partners with HR leaders to deliver practical, evidence-based wellness strategies — from awareness workshops to personalized coaching and nutrition support for employees in midlife.

Let’s work together to break the silence, build understanding, and make sure everyone experiencing menopause in your workplace feels supported to thrive.

Connect with us to learn how your organization can take the next step toward a menopause-inclusive culture.

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References

Menopause Foundation of Canada (2023). Creating a Menopause Inclusive Workplace Playbook.
Monash Lens (2024). The Collision of Menopause and Eating Disorders.
Tiggemann & Hayes (2018). Intergenerational Transmission of Body Image Concerns. Body Image, 26, 29–37.
Galmiche et al. (2019). Epidemiology of Eating Disorders: A Review of the Literature. Journal of Eating Disorders.

Author: Emma Carpenter

President and Workplace Wellness Strategist, BSC, Health Promotion