Every body ages. This Women’s History Month and International Women’s Day, we’re spotlighting future-focused benefits that prioritize the well-being of employees in all phases of life. Organizations can create an inclusive and thriving workplace by supporting employees experiencing perimenopause and menopause. Talented women approaching this core phase of reproductive health comprise nearly 30% of the U.S. workforce. However, these powerful assets are leaving the workforce in record numbers.

As of 2023, Millennials (birth years 1981 through 1996) comprise most of the full-time workforce, with 49.5 million workers. Understanding the differences and needs of each generation is mission-critical. The women of this generation are beginning to enter perimenopause and learn about its effects, maybe for the first time, and smart leaders will foster a supportive work environment for them. Quiet quitting, or quitting entirely, is not uncommon as women face this transition in their lives. According to research from workplace health provider Simplyhealth, 23% of women have considered quitting their jobs due to the impact of hormonal shifts at work. 

Women-centered and age-inclusive benefits put any organization at the forefront of shaping a future-proof workplace. This article explores how companies can foster a supportive environment that empowers women experiencing hormonal aging, including practical strategies from building awareness and offering flexible work arrangements to expanding healthcare benefits and fostering meaningful connections. 

Here’s what we’ll cover:

How does hormonal aging affect women in the workplace?

While the perception is menopause only impacts older women, many begin experiencing shifting hormones in their late 30s. Every woman’s experience is unique, and the average age for menopause is 51. Understanding the potential impact of hormone-related symptoms on women’s well-being and performance empowers companies to build more supportive and inclusive work environments. 

In a 2022 survey by Biote, 4 out of every 10 women experienced weekly symptoms associated with hormonal shifts that interfered with their work performance or productivity. Physical symptoms include hot flashes, sleeplessness, mood changes, and brain fog. These symptoms can make employees physically uncomfortable, unable to concentrate, exhausted, stressed, and anxious. 

Employers must address barriers to their employees’ optimal health. Fear of stigma and lack of understanding prevents women from discussing hormone-related health or seeking support and accommodations at work. In severe cases, symptoms can lead to absenteeism, impacting productivity and team dynamics or leading employees to quit the workforce entirely. 

Tailored support and age-inclusive employee benefits can empower these talented individuals to thrive and realize their full career potential. According to Maven Clinic, an estimated 1.3 million people become menopausal annually in the U.S. alone. Despite its far-reaching impact and symptoms that can last a decade, individuals often don’t get the care and support they need. 

6 inclusive benefits to offer women experiencing menopause

Women represent a powerful segment of the workforce, and supporting them through perimenopause and menopause is crucial to retaining their talent and expertise. A psychologically safe workplace empowers everyone to thrive throughout their careers, regardless of age. A truly age-inclusive workplace proactively levels employee benefits to match the needs of all people. 

Comprehensive healthcare coverage can make a huge difference as women navigate hormonal shifts – including consultations with hormone specialists, preventive screenings for heart health, and bone density scans. Most doctors don’t receive specific training to support menopause and many women will live post-menopausal for almost a third of their lives. This means there’s a huge gap in knowledge and support that needs to be filled.


With a holistic benefits package to support women as they age, employers can: 


  • Connect employees to hormone-related health resources
  • Help employees adjust their physical environments for comfort
  • Allow flexibility for employees to work at their most productive times 
  • Incorporate relaxation and movement into the workday
  • Encourage open communication and allyship among teams
  • Provide tools to help employees manage stress and anxiety




A workplace culture of care provides essential services, tools, and unwavering support through all phases of life, allowing women to bring their whole selves to work.

1. Lifestyle benefits 

Standard health insurance covers medication and procedures but not the personal aspects of navigating perimenopause and menopause in the workplace. Personalized benefits like Lifestyle Spending Accounts (LSA) can create a lifeline to support a culture supportive of women and promote health equity, especially in the face of sexism in healthcare

For example, therapies to address the age-related challenges women face, like hormone support therapy and pelvic floor therapy, are often excluded from standard health insurance due to their high cost. Employers who use lifestyle benefits to fund hormone-related health needs demonstrate an unwavering commitment to the long-term health of women. 

2. Optimized workspaces  

Embrace individual preferences whether your people work from home or in shared workspaces. Adjustable thermostats, fans, or cooling inserts can significantly improve employee comfort and productivity differences, along with ergonomic chairs, adjustable desks, and proper lighting. 

Equip wellness rooms with resources for relaxation techniques, light exercise, or hobbies, empowering women to manage stress and boost their overall well-being. Offer designated quiet areas for managing anxiety, taking personal calls, or simply finding a moment of peace. These havens allow women to recharge and return to work feeling refreshed and focused.

3. Emotional and mental health support  

It is crucial to support the mental well-being of women experiencing hormonal shifts. Brain fog, in particular, can be a significant workplace challenge and may lead to feelings of isolation. Mindfulness and meditation apps like Headspace’s Women’s Collection can provide holistic support, build strength and solidarity, and offer valuable tools for managing stress and anxiety while promoting overall well-being.

Cultivating a sense of community is important for all employees. Age-inclusive workplace initiatives, community building, and connecting employees with external resources can help your people make meaningful connections. Educational workshops led by healthcare professionals can empower women with knowledge and understanding.

4. Allyship building 

Real conversations about hormonal aging can elevate awareness, building compassion and empathy. The better your people understand each other, the more effective your workplace will be. Seeing a colleague’s value in terms of age rather than contribution, commitment, and potential, is limiting. 

Foster a sense of team spirit and camaraderie. When colleagues understand what their peers might be experiencing at any age, they can offer considerate support and flexible solutions, creating a more collaborative and productive environment. This, in turn, leads to increased employee engagement, retention, and ultimately, a stronger organization built on mutual respect and understanding.

5. Flexible options

Flexible working arrangements can be a springboard for success no matter what stage of life your people are experiencing. By embracing flexibility, companies demonstrate a commitment to individual well-being and unleash the full potential of their workforce.

A compressed workweek, remote work opportunities, and flexible start and end times empower women to manage medical appointments and symptoms of hormonal shifts effectively while balancing their work responsibilities. Flexibility fosters a culture of trust, loyalty, and productivity that benefits both employees and the organization.

6. Menopausal leave

Menopause leave is an innovative benefit that empowers women to navigate perimenopause and menopause with confidence and control. This paid leave, whether for a few days or weeks, allows women facing this transition to effectively manage challenging symptoms, address medical needs, and adjust their work-life balance for optimal well-being.

Women who take this leave experience a positive shift in workplace attitudes, empowering them to thrive rather than simply survive. Reducing absenteeism and increasing employee retention ensures that the talent and expertise of these experienced individuals are not lost. Investing in paid leave that meets people’s individual needs allows business leaders to focus on building a workplace where all employees, regardless of their stage of life, feel valued.

Harness the power of experience with benefits for all stages of life

Creating an age-inclusive workplace translates to success for everyone. Unleash benefits superpowers and champion a supportive work environment for women experiencing menopause. Smart leaders prioritize individual well-being to unlock employees’ full potential, increasing engagement and retention. Strengthen your organization with the wisdom and expertise that comes with age and experience. 

 You can support employees experiencing menopause in the workplace with a Lifestyle Spending Account (LSA) from Espresa. Every member of your team deserves to realize their full potential. Contact our team to learn more about Espresa and schedule a demo!

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