6 ways employers can better support women going through menopause
Menopause may be a natural part of life, but it can also be tough to manage in the workplace. Here are 6 ways employers can support menopausal employees.
Menopause is a natural biological process that marks the end of a woman’s reproductive years, typically occurring between the ages of 45 and 55.1 For many women, the transition from perimenopause to post-menopause can bring about a range of physical and emotional symptoms that can impact their daily lives, including their professional lives.2 These symptoms may include but are not limited to hot flashes, night sweats, mood swings, fatigue and difficulty concentrating — all of which can vary in intensity and duration and affect a woman’s ability to perform her job effectively.2
In fact, according to a survey of women over the age of 50, 65% indicated that their menopause symptoms were impacting their work performance, and 18% reported taking sick leave.2
“Menopause doesn’t get talked about enough,” says Craig Kurtzweil, chief data and analytics officer for UnitedHealthcare Employer & Individual. “When you think about women’s health, we oftentimes focus on maternity or infertility-based services. But menopause, in particular, has had a wide impact across the female population in our book of business.”
That’s why it’s critical for employers to do what they can to create a work environment where women who are going through menopause feel supported.
Here are 6 ways employers can support menopausal employees:
- Educate the workforce
The first step in supporting women going through menopause is to educate both management and employees about menopause. Many people, including women themselves, may not fully understand the impact of menopause on daily life. By providing training sessions or workshops, employers can help break down stigmas and create a more empathetic and informed workforce. This education can also include information on how to recognize and address the symptoms of menopause, as well as strategies for managing them. - Provide flexible work arrangements
One of the most effective ways to support women during menopause is to offer flexible work arrangements. This can include flexible start and end times, the option to work from home or the ability to take short breaks throughout the day to manage symptoms. For example, a woman experiencing hot flashes might need to step away from her desk to cool down, or someone dealing with fatigue might benefit from a more flexible schedule that allows for rest. - Offer mental health support
Menopause can also have a significant impact on mental health, with many women experiencing increased stress, anxiety and mood swings. Employers can support their employees by offering access to behavioral health resources, such as employee assistance programs (EAPs) or resources such as the Calm Health app, which offers personalized programs and clinical support for women navigating menopause. Resources like these can provide women with the tools they need to manage their mental health and cope with the challenges of menopause. - Provide access to robust women’s health benefits
Ensuring that women in the workforce have access to robust health benefits that can support them through perimenopause and menopause can be crucial. This includes offering a large network of providers or virtual providers and additional support through vetted solutions that may help women manage this stage like those offered through UHC Hub™. One such solution, Maven, for instance, gives employees access to one convenient place to seek care, find support and resources and manage their health journeys. Employers may also want to consider covering treatments, such as hormone replacement therapy (HRT), and medications that can help with hot flashes and osteoporosis. - Encourage open communication
Employers should create a work culture where women feel comfortable discussing their needs and concerns related to menopause. This can be achieved by having regular check-ins with employees, providing anonymous feedback mechanisms and ensuring that managers are trained to handle sensitive conversations with empathy and professionalism. - Support overall health and well-being
By promoting a healthy lifestyle, employers can help women manage their symptoms and improve their overall well-being. This can include implementing wellness programs that support overall well-being and better whole-person health or offering on-site health-related services, such as fitness centers, clinics and pharmacies.
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