Natalie Perkins
Jan 28, 2025
Talent Canada
One of the fastest-growing employment demographics across North America and Europe is women of menopausal age. In Canada, women aged 45 to 55 are the fastest-growing segment of working women. Given that menopause often begins with perimenopause around age 41 and can last between six to twelve years, this demographic represents a significant portion of the workforce. Canadian women aged 40 and up currently make up 25 per cent of the labour market.
Why should employers care?
Menopause can impact nearly every system in the body, including the brain, muscles, bones, joints, heart, and genitourinary areas. With over 34 symptoms identified – from brain fog and night sweats to frozen shoulder and depression – top-performing employees are often left struggling to keep up. Employers risk losing valuable talent to these challenges, which can result in significant disruptions to productivity and innovation.
The stakes are high: menopause-related symptoms are linked to an increased risk of osteoporosis, sarcopenia, cardiovascular issues, and more. Beyond individual health impacts, the economic burden is immense.
Menopause costs the United States an estimated $26.6 billion annually in lost work and healthcare expenses. In Canada, it’s $3.3 billion due to reduced hours, pay cuts, or women leaving the workforce entirely. Additionally, the Menopause Foundation of Canada reports lost productivity accounts for $237 million annually, with an estimated 540,000 workdays lost to menopause-related issues.
Stories from the workforce
Deborah, a vice-president of communications for a major telecommunications company, began experiencing unexplained fatigue, memory lapses, and difficulty concentrating. Initially attributing her symptoms to winter blues, she soon found herself struggling to perform at work. Visits to her doctor led to a prescription for antidepressants, which didn’t alleviate her symptoms. Over time, her frustration turned into fear, and she ultimately resigned from her senior leadership role after a year of silent suffering.
Karen, a project manager for a tech firm, started experiencing intense hot flashes and joint pain, making it difficult to focus during meetings and meet deadlines. Despite her strong track record, Karen’s declining performance led her to believe she was no longer fit for her role. Unlike Deborah, Karen was fortunate to find a menopause specialist who helped her manage her symptoms. With proper treatment and workplace accommodations, Karen returned to her usual high-performing self.
Symptoms impacting workplace performance
While individual experiences vary, common workplace disruptors include:
· Fatigue and sleep issues
· Poor concentration and memory
· Hot flashes
· Urinary incontinence
· Muscle and joint pain
How employers can help
Employers have a unique opportunity to not only retain talent but also improve the quality of life for their employees. Here’s how:
1. Education: Provide corporate training to increase awareness about menopause, its symptoms, and treatment options for all employees.
2. Support groups: Create or expand women’s leadership groups to offer peer support for menopausal employees.
3. Occupational health toolkit: Include resources like cooling pads, fans, and flexible temperature controls.
4. Flexible work policies: Allow for adjusted schedules, reduced meeting loads, and even nap breaks.
5. Healthcare benefits: Ensure access to menopause-certified providers and lifestyle experts in sleep, nutrition, and exercise.
6. Leave of absence: Introduce menopause-specific leave policies, similar to mental health leave allowances.