Women or people with ovaries may be familiar with the hormonal transition known as menopause, but our healthcare system is still catching up. Most physicians aren’t trained to manage menopause and there has yet to be mass adoption of menopause benefits in the workplace, even though approximately half of the workforce is comprised of women1. This scarcity of provider and employer support can leave those in this life phase feeling unseen and unprepared.
It’s important to start having more conversations around menopause if we wish to address its common misconceptions and barriers to care. Talking with your HR team can be a great first step towards breaking the stigma and getting the care and support you, and your colleagues, need during this phase of life.
If you or someone you know is experiencing (peri)menopause symptoms, you understand the physical and emotional toll it can take. However, this life transition doesn’t have to be overwhelming—comprehensive menopause benefits can offer life-changing support to the 20% of the workforce currently navigating some phase of menopause1.
While it can feel intimidating to initiate these conversations with your HR/benefits team, the following tips can help build your confidence and make a strong case for change.
1. Do Your Research
You’ll want to go into your meeting prepared with background information about your company. Here are a few tidbits of info to know before you go:
- Research what existing benefits or resources are available. Skim through your benefit handbook to see what, if any, menopause-specific benefits are covered.
- Find the right point-person. Review your company’s org chart to figure out who on the HR/benefits team you should be reaching out to.
- Buddy up. Tap into employee resource groups (ERGs; BIPOC, Parenting, LGBTQ+, etc.) or find a colleague who agrees menopause benefits are necessary. There’s power in numbers!
2. Know the Stats
Use these facts and figures to better explain the importance of having menopause support in the workplace.
- 3 in 4 women go untreated for menopause symptoms that can have a multitude of negative effects on quality of life.2
- 59% of individuals reported missing workdays as a result of menopause symptoms – 18% of those for 8 weeks or more.3
- 1 in 5 women have considered leaving their jobs entirely as menopause symptoms set in.4
- According to a 2023 study surveying US OB-GYN residency Program Directors, more than 2/3 of respondents said their program doesn’t have a menopause curriculum.5
3. Request a Conversation
Now that you’ve gathered the facts and started a case, let’s put your hard work into action. Request a conversation with your HR/benefits team with a strong email that’s hard to ignore.
A few pointers below.
- Keep your subject line quick and to the point, such as “Menopause Benefits Inquiry” of “Can We Connect?”.
- Personalize the email with an anecdote about your own menopause journey, if you feel comfortable.
- “Compliment” the HR/benefit rep (only if it’s true!), for example, “I know this company cares deeply about its employee population…”.
- Conclude with a call-to-action that makes it clear what you hope will come next.
4. Keep Up the Momentum
There’s no time like the present to bring menopause benefits to your company. The number of employers offering menopause benefits continues to increase, with 18% planning to offer such benefits in 2025.6 We believe everyone should have the support they need throughout all of life’s stages.
Stay patient, be persistent, and feel free to check in with your HR/benefit rep as often as it makes sense for you to remind them what you’re asking. It may seem like a lot of work, but imagine how amazing you’ll feel once your employer signs on for menopause benefits, all thanks to your advocating for change. Think about all the current and future employees you’re helping!
Need even more resources? Check out Progyny.com for additional tips and tricks, as well as educational tools for those currently in (peri)menopause. You can also follow Progyny on our social media channels to meet others on their menopause journeys and find further resources.
You got this and we got you! You can find an email template to kick-start the menopause conversation with your HR/Benefits team here:
Remember that starting the conversation is the hardest part, but once you have successfully help implement a comprehensive menopause benefit into your organization, we promise all the effort will be well worth it.
1 Letstalkmenopause.org, as of April 2023
2 Incremental direct and indirect costs of untreated vasomotor symptoms, The Journal of The Menopause Society
3 Impact of Menopause on Work, Newson Health Menopause Society
4 Biote Women in the Workplace Survey
5 Needs assessment of menopause education in United States obstetrics and gynecology residency training programs – PubMed
6Mercer Survey on Health & Benefit Strategies for 2025