Supporting Menopausal Employees: Practical Steps for an Inclusive Workplace
Author: Cristin D, Smith, Founder & CEO
As organisations evolve their employee wellbeing strategies, menopause support remains a critical yet often overlooked component of women’s health and workplace wellness. Nearly half of the global workforce will experience menopause in their lifetime, yet few companies include it in their wellbeing frameworks. The result is preventable loss of talent, lower morale, and reduced productivity.
Supporting menopausal employees is not just about accommodation. It is about creating a culture grounded in holistic health, inclusivity, and employee wellbeing. Especially in San Diego, where holistic healthcare and wellness are central to business culture, developing a menopause-supportive workplace reflects both compassion and sound business strategy.
Understanding Why Menopause Support Matters
1. A Major Workforce Demographic
Women between 45 and 60 now represent one of the largest and most experienced demographics in the modern workforce. These women drive strategy, lead teams, and mentor younger employees. According to the United States Bureau of Labor Statistics, this group’s workforce participation continues to rise, making their wellbeing a direct factor in organisational performance.
2. The Physical and Emotional Impact
Up to 85% of women experience menopause symptoms such as fatigue, brain fog, hot flashes, and sleep disruption. These can significantly affect physical health and job performance (Stanford Institute for Economic Policy Research, “Study: Women take ‘substantial’ earnings hit during menopause”). When unmanaged, these symptoms increase absenteeism and presenteeism, compromising both morale and efficiency.
3. The Business Case for Inclusion
A Mayo Clinic Proceedings study estimates that menopause-related symptoms cost U.S. employers $1.8 billion annually in lost workdays and productivity (PubMed, “Impact of Menopause Symptoms on Work Outcomes”). Beyond economics, the message is clear: inclusive workplace wellness initiatives that address menopause foster loyalty, productivity, and long-term engagement.
Practical Steps to Support Menopausal Employees
1. Create a Menopause Policy Rooted in Holistic Health
A formal policy demonstrates organisational awareness of women’s health as part of holistic workplace wellness. It should:
Recognise menopause as a normal stage of life impacting physical and emotional wellbeing
Outline reasonable accommodations such as flexible hours, remote work options, and temperature adjustments
Provide access to holistic health practitioners and therapy services for stress regulation and hormonal support
This framework aligns menopause with broader wellbeing initiatives that integrate therapy, holistic healthcare, and wellness.
2. Train Managers and Normalise Conversations
Only 31% of women feel comfortable talking about menopause at work (Society for Women’s Health Research, “Menopause in the Workplace Study”). That silence can isolate employees and impact morale. Training helps managers:
Understand menopause symptoms and their influence on women’s health and productivity.
Initiate supportive conversations with empathy and confidentiality.
Direct employees toward company-sponsored therapy and wellness resources.
Encouraging open dialogue transforms workplace culture from avoidance to acceptance, marking a key evolution in employee wellness.
3. Implement Flexible and Adaptive Work Conditions
Flexibility enhances both morale and productivity. Simple changes make significant impact:
Offer hybrid or remote schedules for symptom-heavy days.
Ensure access to climate-controlled spaces and breathable dress codes.
Allow short mindfulness or movement breaks that support physical health and stress regulation.
Companies in San Diego, known for their wellbeing-oriented cultures, can lead by example in applying these adjustments to everyday workplace wellness.
4. Integrate Menopause into Employee Wellness Programmes
Menopause belongs at the center of wellness strategy. Incorporate it into existing structures:
Add holistic therapy sessions for sleep, mindfulness, and emotional resilience.
Provide nutrition and lifestyle coaching through holistic health practitioners who specialise in women’s health and hormonal balance.
Include menopause education in health fairs, internal communications, and wellness workshops.
By recognising menopause as both a physical health and emotional wellbeing transition, companies align with modern holistic healthcare principles.
5. Build Peer Support and Mentorship Networks
Peer connection is a cornerstone of inclusive wellbeing. Encourage:
Employee resource groups (ERGs) focused on menopause and midlife transitions.
Mentorship between senior women and those entering this phase of life.
Confidential discussion forums for sharing coping strategies.
These peer-based approaches strengthen community and improve overall workplace wellness by ensuring employees feel seen and valued.
Aligning Menopause Support with Broader Wellbeing Goals
Supporting menopause aligns seamlessly with other corporate wellbeing priorities such as mental health, diversity, and holistic health. By embedding menopause care into organisational culture, businesses move from reactive to proactive workplace wellness.
Women’s health integration: Addressing menopause alongside fertility, pregnancy, and postpartum support establishes a lifecycle approach to employee wellbeing.
Therapy access: Providing mental and emotional support improves cognitive performance and stress resilience.
Holistic healthcare alignment: Linking menopause to preventive care, nutrition, and movement therapy creates a comprehensive wellbeing model that benefits all employees.
This interconnected framework elevates the company’s commitment to total wellbeing — physical, emotional, and professional.
Benefits to Morale, Retention, and Performance
A menopause-supportive workplace delivers measurable outcomes:
Higher Morale: Employees feel valued for their contributions, regardless of life stage.
Improved Retention: Retaining midlife women reduces turnover costs and preserves leadership diversity.
Enhanced Productivity: With access to therapy and wellness resources, employees maintain better focus and energy.
Inclusive Reputation: Companies supporting women’s health build trust, loyalty, and attract top talent committed to a culture of wellbeing.
According to the McKinsey Women in the Workplace 2023 report, organisations with inclusive wellbeing policies outperform peers by up to 25% in profitability and productivity (McKinsey & Company, “Women in the Workplace 2023”).
Measuring Success in Menopause Support
To assess the impact of menopause support programmes, organisations can track:
Reductions in absenteeism or medical leave among women aged 45–60.
Employee wellbeing survey results focused on women’s health satisfaction.
Utilisation rates for therapy, coaching, and holistic health resources.
Retention and promotion rates among midlife women.
Tracking both qualitative and quantitative outcomes demonstrates accountability and validates workplace wellness investments.
Building the Future of Inclusive Wellbeing
Supporting menopausal employees is not a trend or short-term programme. It is a foundational investment in workplace wellness and gender equity. It signals a shift from fragmented care to integrated health strategies that prioritise vitality, performance, and equity.
As San Diego continues to set standards for integrative and holistic healthcare, local organisations have an opportunity to lead nationally by making menopause support a permanent component of their wellbeing strategies.
Supporting Women’s Health Is Smart Business
Creating a menopause-supportive workplace is a tangible expression of an organisation’s commitment to women’s health, holistic health, and employee wellbeing. It ensures every team member feels supported, valued, and empowered to perform at their best. Companies that integrate menopause into workplace wellness frameworks not only boost morale and retention but also position themselves as industry leaders in holistic, people-first business practices.
If your organisation is ready to take a leadership role in workplace wellness and women’s health, Saffron & Sage can help. Our team of holistic health practitioners, therapists, and wellness consultants specialise in developing integrative programmes that support hormonal balance, emotional wellbeing, and overall physical health.
Contact us today at 619-933-2340 to learn how Saffron & Sage can help your organisation build a menopause-friendly workplace that prioritises holistic health, inclusivity, and total employee wellbeing.