Employers often target benefit offerings to specific groups of workers—think dependent care accounts or student loan repayment matching contributions—so maybe it was inevitable.

Quick Hits

• As the workforce in the United States ages and includes more women than ever before, employers are recognizing the health challenges posed by menopause, which can affect job performance.
• An increasing number of employers are considering adding menopause-specific benefits to the health benefits packages they offer employees.
• Some employers may be interested in simply providing additional menopause-related resources for employees, including access to or information about menopause education courses, community support groups, or menopause specialist care providers.

As the U.S. workforce ages and includes more women than ever before, more employers are considering benefits and other workplace changes specific to menopause. Symptoms of menopause or precursor perimenopause can make work more difficult, uncomfortable, or even impossible, and employer programs aim both to help affected women and increase retention.

Menopause benefits can range from simple employer policy changes to workplace accommodations, to medical benefits that are a part of, or integrated with, the employer’s major medical plan. Employers may consider offering reduced-hours schedules, expanded sick leave that could be used for perimenopuase or menopause symptoms, increased or more flexible paid time off, and more...

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