Menopause benefits become a retention tool for high-level women

Companies increasingly add menopause care to benefits to retain top women leaders

What you probably already know: There’s increasing focus on supporting menopause care in the workplace as companies realize how disruptive symptoms can be for employees. There’s a clear ROI in building some of these programs into existing systems, including retention of well-trained and experienced women leaders.

Why? Most American women go through menopause between 45 and 55 years old and it’s one of very few experiences that is truly universal for a large population group. Approximately 41% of the women in the workplace are between 35 to 54 and debilitating symptoms that can interfere with work can last up to 14 years. Studies show one in four women leaves the workforce to deal with menopause symptoms.

What it means: “We’re stepping away from the workforce and away from promotional opportunities at the most critical point in our lives,” said Serafina Miller, a partner at Mercer, during a recent Women in Work Summit in Seattle. She and Mary Kay O’Neill, also a Mercer partner, suggest companies make sure new menopause drugs are included in benefit plans and that the co-payments aren’t financial barriers to care.

What happens now? O’Neill says women need a care partner who is consistent through their menopause process, and it should be someone well trained. The average OB/GYN gets one hour of menopause training, but experts have emerged as interest in menopause care has increased. She also points to “time poverty,” basically making sure that employees have the time they need to access the resources you’re providing.

Here are a few suggestions from Miller and O’Neill:

• Make telehealth services for menopause care with experienced professionals available to your employees.

• Engage your women’s employee resource group to see what benefits they would find most useful.

• Select vendors that include peer support in their offerings to help overcome the stigma and taboo of engaging with these kinds of benefits.

• Include menopause symptoms in your list of reasons employees can use PTO and other time off benefits.