DEMOGRAPHIC CASE
The global impact of menopause on productivity is costing businesses over $150 billion a year
The global impact of menopause on productivity is costing businesses over $150 billion a year
We’re living and working longer. Menopause contributes to the gender pay gap because women retire 7.4 years earlier than men, often during their prime leadership years.
Despite intending to retire around the age of 64, the average age of retirement for women is 52.
45% of those who retire before 55 report their own sickness, injury or disability as the reason.
Acting now to keep these experienced people in work is more important than ever – 81% of women aged between 45-54 are in paid employment.
In 1980, this figure stood at just 47%.
THE SOCIAL RESPONSIBILITY CASE
It’s the right thing to do
Introducing menopause support is something that all responsible employers should do.
Of those experiencing menopause…
experience menopause symptoms. 25% experience serious symptoms
report concern about the impact of menopause on their mental health
do not feel comfortable talking about menopause at work
they’re up to 4x more likely to have a depressive episode
THE BUSINESS CASE
Menopause impacts your bottom line
It can affect performance at work both mentally and physically. Statistics tell us that of people experiencing menopause symptoms…
of salary is the cost of replacing an employee
extra leave taken by people experiencing menopause
of women have considered leaving their jobs during menopause
THE LEGAL CASE
Menopause is becoming a workplace compliance issue
New legislation is emerging across the U.S.
Most organizations are not prepared.
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Menopause is beginning to appear in state and local legislation, alongside existing protections
tied to disability, age, and sex discrimination.
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For employers, this is no longer just a wellbeing conversation.
It is quickly becoming a compliance, risk, and workforce issue.
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And most organizations don’t yet have the policies, training, or internal processes in place
to respond.
Why this matters
Without a structured approach, employers may face:
Inconsistent responses to employee needs​
Lack of clear accommodation pathways
Policies that don’t align with emerging legal expectations
Increased risk of discrimination or failure-to-accommodate claims
Gaps between leadership intent and day-to-day management practices
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