Why Menopause Support at Work Matters
The menopause transition is a natural stage of life that potentially lasts over two decades and affects a significant portion of the workforce. Supporting employees through it is critical to productivity, engagement, and retention.
The menopause transition, which includes perimenopause, is one of the most significant—and least understood—workplace wellbeing issues. Nearly every woman will experience symptoms, and many will do so while suffering silently.
The consequences are real: increased absenteeism, reduced productivity, disengagement, and preventable turnover of highly skilled employees.
Research shows that millions of women consider changing jobs, cutting back hours, or stepping out of the workforce entirely. These departures often take with them decades of institutional knowledge, leadership experience, and stability.
A menopause-supportive workplace is not a perk. It’s a strategic investment in retention, performance, and organizational health.
“Menopause is an important workplace issue. Employers that fail to support employees risk lower engagement, reduced performance, and increased turnover.”
Menopause at Work in Numbers
20% of the workforce is navigating perimenopause or menopause at any given time.
10% of women have considered resigning due to menopausal symptoms interfering with work.
Hot flashes, fatigue, and sleep disruption are among the top challenges reported by employees during menopause, affecting focus, energy, and overall performance.
Managers often feel unprepared to support employees through menopause, leaving staff without guidance or accommodations.
Organizations that implement menopause-supportive policies report higher retention, engagement, and morale among midlife employees.
“90% of women say their employer offers no support for menopausal employees.”
How I Support Employers
-
Consulting
Policy + Culture Design
I partner with employers to create clear, practical, evidence-based policies and benefits that support employees experiencing perimenopause and menopause. This includes needs assessment, policy development, staff education plans, and culture-change recommendations tailored to your workplace.
-
Manager Coaching
Equipping Leaders to Support Their Midlife Employees
Managers are often the first point of contact for employees who need flexibility or support. I work directly with leaders to strengthen their communication skills, build confidence, and understand how menopause affects work. This coaching helps managers respond compassionately and effectively while maintaining clarity, professionalism, and team cohesion.
-
Employee Workshops
Building Knowledge + Reducing Stigma
I provide engaging workshops for employees at all levels that increase awareness of menopause, share practical information about symptom management, and normalize conversation. These sessions help create a healthier culture—one where employees feel seen, supported, and empowered to meet their own needs.
-
Employee Support Services
One-on-One + Group Support
Organizations can offer direct care to employees through private doula sessions or monthly support groups. These services provide personalized guidance, symptom navigation, and emotional support. They are available to any employee—including managers and senior leaders—who are experiencing perimenopause or menopause themselves.
My Approach
My work blends evidence-based information with an approach that is compassionate, trauma-informed, and culturally aware. I believe in supporting the whole person — and in helping organizations build systems that honor the lived experiences of midlife women while strengthening workplace stability and outcomes.
Experience + Credentials
With more than 20 years of experience in nonprofit leadership, policy development, and organizational culture work, I bring a unique and comprehensive skillset to supporting employers in developing and sustaining a menopause-supportive workplace.
My background allows me to bridge the worlds of HR best practice, risk assessment, employee experience, and holistic care—making my approach both strategic and human-centered.