Why a Menopause-Friendly Workplace Is Good for Business and Employee Morale
Author: Dr. Kolin Durrant, Integrative Care Director, Doctor of Acupuncture & Chinese Medicine
Workplace wellness has become a cornerstone of modern organizational strategy. Yet one area remains largely underrepresented in most wellness programs: menopause. As more women remain in the workforce into their fifties and beyond, supporting this critical life stage is both a moral responsibility and a sound business investment.
Creating a menopause-friendly workplace fosters inclusion, enhances morale, reduces absenteeism, and reinforces a company’s commitment to holistic health and employee wellbeing.
The Business Case for Menopause Support
1. Retention of Experienced Talent
Women aged 45–60 represent one of the fastest-growing workforce segments and hold substantial institutional knowledge and leadership experience. Yet, data from the Chartered Institute of Personnel and Development (CIPD) indicates that nearly 17% of women have considered leaving work due to menopause symptoms, and 6% have already left their jobs because of lack of support (CIPD, “Menopause in the Workplace: Employee Experiences”). Replacing these employees can cost up to 150% of their salary. Menopause-friendly policies offer an effective retention strategy and help preserve organizational expertise..
2. Increased Productivity and Reduced Absenteeism
Research published in Mayo Clinic Proceedings shows that over 13% of women report lost workdays due to menopause-related symptoms, such as fatigue, insomnia, or cognitive fog, costing U.S. companies approximately $1.8 billion annually in lost productivity (PubMed, “Impact of Menopause Symptoms on Work Outcomes”). Flexible schedules, temperature control in the office, and access to holistic care reduce disruptions and enhance focus.
3. Enhanced Employee Morale and Engagement
Menopause support sends a clear message to employees that their holistic health matters. According to the Society for Women’s Health Research, only thirty-one percent of women feel comfortable discussing menopause at work (SWHR, “Menopause in the Workplace Study”). By normalizing the conversation, companies reduce stigma, foster connection, and promote engagement across all age groups.
4. Strengthened Brand Reputation and Inclusion
In wellness-forward regions such as San Diego, inclusive health policies distinguish employers as progressive and socially conscious. Supporting women’s health aligns a company’s internal culture with broader equity and social responsibility goals.
The Connection Between Menopause Support and Holistic Health
Menopause affects physical, cognitive, emotional, and behavioral health. A holistic workplace strategy must address each of these layers:
Physical health: Offer screenings for cardiovascular risk, metabolic health, and bone density
Emotional wellbeing: Provide therapy or mindfulness support for stress regulation and hormonal transition
Lifestyle coaching: Encourage movement, balanced meals, and restorative sleep through integrative health programs
Employers who recognize menopause as a holistic health concern demonstrate a commitment to comprehensive care and modern wellness standards.
Practical Ways to Build a Menopause-Friendly Culture
1. Policy Integration and Awareness
Include menopause in internal policies and wellness campaigns. Train leadership to understand symptoms and respond with compassion. Use HR-led initiatives to reduce stigma and embed menopause into broader inclusion efforts.
2. Flexible Work and Environmental Adjustments
Offer remote work, flexible hours, and office temperature controls. These simple changes can drastically improve daily comfort, particularly in warmer climates like San Diego where heat may worsen symptoms.
3. Accessible Support and Holistic Healthcare Referrals
Refer employees to integrative care practitioners who can help with hormonal balance, nutrition, and emotional support. Providing this access positions the company as aligned with evolving employee wellness needs.
4. Communication and Peer Support Networks
Create spaces for shared experiences. Peer groups reduce isolation, build belonging, and affirm that menopause is a respected and visible stage of life.
The Return on Investment
A workplace that invests in women’s health reaps measurable returns:
Lower turnover: Fewer resignations from senior team members
Stronger engagement: Employees feel seen and supported
Improved health outcomes: Fewer sick days and lower medical claims
Enhanced collaboration: Greater psychological safety fosters trust and innovation
Companies that adopt gender inclusive policies, including menopause support, outperform peers in profitability by up to twenty-five percent according to McKinsey’s Women in the Workplace report (McKinsey & Company, Women in the Workplace 2023).
Why This Matters Now
As more employees remain in the workforce through midlife and beyond, menopause support is no longer optional. Businesses in San Diego, especially those at the intersection of health and innovation, are well positioned to lead a new era of inclusive wellness.
Avoiding the topic sends a message. Addressing menopause directly creates a culture of dignity, equity, and health.
The New Standard for Employee Wellbeing
A menopause-friendly workplace is not a perk. It is a marker of organizational maturity and emotional intelligence. Companies that embrace holistic health for women at every life stage will lead the future of workplace wellbeing.
If your organization is ready to create a menopause-inclusive culture, Saffron and Sage can help. Our integrative practitioners and consultants specialize in programs that support hormonal transitions, stress regulation, and full-spectrum employee wellness.
Contact us today at 619-933-2340 to learn how your company can implement effective, holistic menopause support and lead the next generation of workplace wellbeing in San Diego.