Reframing Menopause in the Workplace: Moving from Stigma to Support

Menopause isn’t just a women’s-health issue; it’s a workplace culture issue. Every day, millions of women navigate menopause while balancing careers, caregiving, and daily life. Yet, most do so in silence.

Despite growing awareness of women’s health needs, nearly 70% of women report having no workplace support for menopause symptoms.

The Cost of Silence

Untreated menopause symptoms affect not only individual health, but also organizations and communities. Fatigue, brain fog, anxiety, and sleep disruption can make it difficult to focus, collaborate, and perform effectively.

According to recent research, U.S. employers lose an estimated $1.8 billion each year due to missed workdays related to menopause symptoms.

The message is clear: ignoring menopause is costly for both people and businesses.

A Shift Toward Understanding

The good news? Change is happening.

Forward-thinking employers are beginning to view menopause as a normal life stage, not a career setback. By fostering supportive environments, these organizations are helping women continue to thrive in their roles and lead with confidence. From flexible schedules and wellness accommodations to inclusive benefits and manager education, forward-thinking workplaces are redefining what it means to support women’s health at work.

How Organizations Can Take Action

Supporting menopause in the workplace doesn’t have to be complicated. It starts with awareness and empathy. Here are some effective ways employers can begin to make a difference:

• Education and Awareness: Offer sessions for employees and managers on what menopause is, its symptoms, and how it can impact work. Normalizing the conversation helps reduce stigma and fosters psychological safety.
• Inclusive Policies: Update wellness and HR policies to include menopause-related needs, such as flexible work hours, temperature-controlled spaces, and access to health care support.
• Manager and HR Training: Equip leaders with the tools and language to approach conversations about menopause with compassion and confidentiality.
• Employee Resource Groups (ERGs): Create peer networks or affinity groups where women can share experiences and connect with others who understand what they’re going through.
• Access to Supportive Benefits: Integrate menopause-related care into existing wellness programs, including mental health services, counseling, nutrition support, and fitness offerings.

Small changes in culture and communication can make a major difference in how supported women feel during this transition and how valued they feel at work.

Investing in Health, Strengthening the Workforce

Organizations that embrace menopause support aren’t just promoting well-being. They’re making a smart investment in the future of the U.S. workforce and economy.

When women are supported through every life stage, they bring their full selves to work: healthy, engaged, and resilient.

Healthier women. Stronger teams. More resilient organizations.

GoMo Health’s Role in Supporting Women

At GoMo Health, we’re proud to help organizations build more compassionate, connected systems of care.

Through our Women, Children, and Families Engagement Hub, we provide:

• Real-time digital guidance for menopause symptom management and stress reduction
• Community-based support to reduce isolation and promote peer connection
• Education and advocacy tools that help women communicate their needs in workplace and health care settings.

Our goal is simple: to help women feel seen, supported, and empowered to prioritize their well-being, no matter their life stage.

Let’s Normalize Self-Care at Every Stage

Menopause is a natural part of life. Supporting it should be, too.

Learn more about how GoMo Health is helping employers and organizations create workplace cultures that empower women through the GoMo Health Women, Children, and Families Engagement Hub.