Menopause and corporate welfare: a matter of inclusion

Menopause is a physiological stage that concerns all women, and increasingly it reaches them at the peak of their careers. Yet in the workplace it has remained for a long time a taboo or a private matter, ignored in corporate policies.

This silence has concrete consequences: women in menopause represent the fastest-growing segment of the workforce, around 11% of the labor force in G7 countries (ILO). In Italy, it is estimated that there are more than 10 million women between the ages of 45 and 60 (ISTAT).

With an ageing population, these numbers are destined to grow. Not considering menopause as a workplace welfare issue opens the door to unequal treatment and discrimination. The topic is also gaining attention at the institutional level: in a parliamentary question, Members of the European Parliament already asked in 2022 what actions the European Commission intended to take to mitigate the risk of discrimination against women in menopause in the workplace.

Inclusion, Wellbeing, and Productivity at Stake

Ignoring menopause at work implicitly excludes a group of people at exactly the time when they may need support the most.
Many women experience this stage at the peak of their professional maturity, between 45 and 55 they often have 25–30 years of experience, and they hold valuable skills.

However, symptoms can be debilitating: hot flashes, insomnia, anxiety, difficulty concentrating, chronic fatigue, and mood swings undermine self-confidence and productivity. The pressure to “perform as before” generates additional stress and isolation.

It is therefore not surprising that menopause is now cited as the second most common cause of women leaving work after maternity (BBC, 2024).
In extreme cases, about one in ten women in Europe ends up leaving her job because of menopause, overwhelmed by the difficulty of balancing health and work or by psychological repercussions.
In the United Kingdom alone, nearly one million women are estimated to have left work due to menopausal symptoms.

These departures represent a serious loss of talent and experience for companies and society.
In addition, many who remain suffer in silence: in an international survey conducted by Vodafone, 62% of menopausal women said their symptoms negatively affected their work, while 33% admitted they had hidden their discomfort in the office for fear of stigma.

Almost half believe that talking about menopause in their company is still taboo, and 44% feel ashamed to ask for help or accommodations.
This lack of openness leads many to feel alone: more than two-thirds describe their experience in the office as isolating and without reference points.

The consequences extend beyond individual discomfort: 79% of women report concrete physical and psychological repercussions at work, from meetings interrupted by hot flashes to sleepless nights compromising concentration.

Tangible Costs for Companies and Economic Systems

Supporting employees in menopause is not only an ethical issue, it is also a business issue.

Sick leave, turnover, and productivity decline related to menopausal disorders have measurable economic consequences.
A Mayo Clinic study in the United States estimated $1.8 billion per year in lost productivity due to menopausal symptoms, including missed workdays and reduced performance.

Globally, Frost & Sullivan estimates productivity losses of around $150 billion per year, rising to over $800 billion when healthcare costs are included.

Creating “menopause-friendly” environments brings measurable benefits: according to the Chartered Institute of Personnel and Development, companies that introduce menopause support programs see greater retention of senior female employees, improved engagement and productivity, and fewer sick days and reduced turnover.

In other words, investing in the hormonal wellbeing of female employees is also beneficial for business continuity and results.

Corporate Welfare and Menopause-Friendly Policies: What Works?

Becoming a menopause-aware company means acting on multiple fronts, integrating this topic into welfare policies and diversity & inclusion strategies.
International guidelines converge on a few key measures:

● Open culture and training

The first step is breaking the silence.
The International Labour Organization and the European Commission emphasize the need to bring menopause into public and corporate conversations to prevent unfair treatment.

Companies should encourage conversations without embarrassment, through internal awareness campaigns and specific training for people managers and HR.

Training managers means giving them tools to recognise symptoms and manage conversations empathetically and confidentially, without minimising or stigmatizing.

In a 2023 CIPD (UK) survey, more than 57% of female workers considered menopause education programs in companies useful: widespread knowledge creates a more understanding environment for everyone, including male colleagues (80% of whom recognise that women may need breaks to manage severe symptoms).

● Workplace Adjustments

Small logistical adjustments can have a major impact on daily wellbeing.
Ensuring adequate air-conditioning and ventilation (with the possibility of adjusting temperature individually or providing fans) and access to fresh water helps mitigate hot flashes and sweating.

Similarly, allowing more flexibility in dress codes and uniforms (favouring breathable and comfortable fabrics) improves comfort.

It is important to provide relaxation areas or private spaces where an employee can rest or manage moments of discomfort confidentially.

For public-facing roles, the ability to take additional breaks during the day in case of acute symptoms (such as a strong hot flash) should be facilitated.

These measures are often low-cost but demonstrate great attention and significantly reduce discomfort.

● Flexibility and Health Protection

A menopause-friendly approach includes reconsidering working hours and modalities.
Flexible schedules, remote work, or temporary part-time can help manage difficult days without requiring sick leave.

Some pioneering organisations are introducing dedicated menopause leave:
in Australia, for example, female employees in some contexts are entitled to paid menopause days in addition to regular sick leave.

The Australian financial firm Future Super offers six additional days of menstrual or menopausal leave per year, without requiring a medical certificate, and has made its policy public so other companies can use it as a model.

In Italy, the debate has just begun: research by the Essity Group (2023) shows that only 6% of Italian women in menopause have access to dedicated leave for symptoms (mostly unpaid), while 13% had to use their vacation days or personal leave to manage disorders.

However, 61% of respondents support the introduction of dedicated leave, showing growing openness to the issue.

● Health and Psychological Support

Being inclusive also means offering employees concrete resources to feel better.

The most advanced companies provide personalised medical consultations (for example, access to gynaecologists or endocrinologists), psychological assistance programs (to address anxiety, depression, or loss of self-esteem linked to menopause), and holistic wellbeing initiatives such as mindfulness, yoga, and menopause-specific nutrition.

Many of these can be integrated into corporate welfare plans or supplementary health insurance.

For instance, some large international groups have included counselling and mindfulness programs dedicated to menopausal employees in their EAPs.

Becoming “menopause-friendly” essentially means integrating menopause into standard workplace wellbeing practices:
from absence-management policies (explicitly recognising menopausal symptoms as a legitimate reason for sick leave without penalties) to onboarding and continuous training programs that inform all employees of the topic.

It is also important to adopt zero tolerance for mocking or stigmatising behaviours: no woman should suffer bullying or sarcasm because of hot flashes or other menopause-related effects.

Normalising language and treating menopause as an integral part of workplace health creates a climate of trust in which people feel free to express their needs.

Experiences and Examples of Leading Companies

Internationally, the number of companies leading the way is growing, demonstrating that change is possible.

In the United Kingdom, a global leader on menopause at work, over 200 companies have already obtained “Menopause Friendly Workplace” certification.

Large banking and insurance groups such as HSBC, Aviva, and Lloyds Bank, public institutions such as the NHS, and many others have implemented dedicated policies, explicitly aimed at improving the internal climate and reducing menopause-related absenteeism.

Several UK companies offer paid leave days to those experiencing severe symptoms (e.g., Edelman UK-Ireland grants 10 paid days per year to employees going through menopause or to those supporting someone at home).

Another London creative agency, Dark Horses, has even open-sourced its menopause policy, allowing other employers to adopt it.

In the corporate sector, the multinational beverage group Diageo has launched global menopause guidelines in various countries — including the US, Canada, and the UK — providing dedicated counselling via the EAP, mindfulness sessions, and above all greater flexibility in scheduling and work organisation during critical periods (including changes in work modalities and protection of pay in case of illness).

Vodafone, after discovering through internal surveys that 66% of its employees needed more support on the topic, launched a global training and awareness program for its entire staff.

And in Italy?
Although the topic is relatively new, the first initiatives are emerging. INAIL and professional associations have begun disseminating guidelines on workplace adaptation (lighting, temperatures, shifts) to accommodate the needs of women over 50.

In short, things are beginning to move: more and more employers recognise that a truly inclusive environment must also consider this reality.

From Awareness to Action

At Pausetiv we believe that introducing corporate measures for the wellbeing of women in menopause is not only an act of respect toward female employees but also a strategic investment.

It means preventing valuable skills from being lost due to lack of understanding, improving organisational climate, and consequently boosting productivity.

Forward-thinking leadership today understands that even topics once considered “taboo” are part of people’s work experience: recognising them is a sign of corporate maturity.

After all, menopause is not a disease but a natural transition.
Recognising it and managing it with respect means valuing the experience and professionalism of women, rather than losing them due to lack of support.

Pausetiv’s services are already available on the Day Welfare and Jointly corporate welfare platform: employees who have access to this platform can use welfare credits to book a consultation with Pausetiv specialists after registering.

Pausetiv also offers assessment pathways and measurement of menopause impact within companies, training for employees and people managers, support in developing inclusive corporate policies on menopause, and opportunities to offer telemedicine services as part of company benefits.

Visit our dedicated corporate section and request more information.

If you want to learn more, listen to our founder Clarice Pinto on  "Opening the Conversation on Menopause”the latest episode of The LEADing Edge Podcast

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