Last Updated on August 17, 2026 by MyHRConcierge

Menopause support is quickly moving from a niche workplace benefit to a growing component of employee health and well-being strategies. Today, more employers are recognizing that menopause can affect employee health, productivity, engagement and retention- and that benefits and workplace policies can play an important role in supporting employees through this stage of life.

According to the 2026 SHRM Employee Benefits Survey, 27% of employers now offer menopause support or resources, up significantly from 18% in 2025. The survey collected responses from 5,472 HR professionals representing organizations across the United States.

The increase reflects a broader shift in how employers approach women’s health. As conversations around menopause become more common and employees increasingly expect benefits that address different stages of life, employers are evaluating how menopause support fits into their overall benefits strategy.

The Workplace Impact of Menopause

Menopause affects individuals differently, and symptoms can range from mild to disruptive. Common symptoms include hot flashes, night sweats, sleep disturbances, mood changes, fatigue, joint discomfort and difficulty concentrating.

When symptoms interfere with sleep, concentration, energy or overall well-being, they can also affect an employee’s experience at work. Mayo Clinic research found that 13% of women surveyed reported at least one adverse work outcome related to menopause symptoms, while approximately 11% reported missing workdays because of symptoms.

The potential financial impact is also significant. A 2023 Mayo Clinic study estimated that menopause-related symptoms result in approximately $1.8 billion in lost work time each year in the United States. When associated medical expenses are included, the estimated annual economic impact rises to $26.6 billion.

These figures highlight why menopause should not be viewed solely as an individual health concern. 

What Are Menopause Benefits?

Menopause benefits are employer-sponsored resources, health plan coverage, programs or workplace policies designed to help employees manage symptoms and health needs associated with perimenopause and menopause.

There is no single approach that every employer must take. Depending on the organization’s workforce and benefits strategy, menopause support may include access to menopause-trained health care providers, hormone therapy, nonhormonal treatment options, mental health resources, nutrition counseling, pelvic-floor physical therapy, educational resources or virtual care.

Some employers may also consider workplace accommodations or additional leave options. Flexible scheduling, remote work,  temperature adjustments, access to private spaces and other reasonable workplace modifications may help employees manage symptoms while continuing to perform their jobs.

The goal is not necessarily to create an entirely separate benefit category. Employers can also incorporate menopause support into existing medical, mental health, wellness, telehealth, employee assistance and leave programs.

Why Are Menopause Benefits Gaining Momentum?

For years, menopause was often treated as a private or uncomfortable topic in the workplace. That is changing. Greater awareness of women’s health, increased employee demand for personalized benefits, and a growing understanding of the workplace impact of menopause are prompting more employers to take a closer look.

The 2026 SHRM data illustrates how quickly the benefit has moved toward the mainstream. Menopause support was first included as a specific category in SHRM’s benefits research in 2024, when 17% of employers reported offering support. That figure increased to 18% in 2025 and now stands at 27% in 2026.

Menopause can occur naturally in the 40s or 50s, with the average age of menopause in the United States being approximately 51. The years leading up to menopause, known as perimenopause, can also involve significant symptoms.

For employers, that means menopause can affect employees during important stages of their careers, including periods when they may hold significant institutional knowledge, manage teams or occupy leadership positions.

How Employers Can Evaluate a Menopause Benefit

Employers considering menopause support should start by looking at the needs of their workforce and the benefits they already offer. A benefits audit can help identify gaps in medical coverage, prescription benefits, mental health resources, telehealth, physical therapy, wellness programs and employee assistance resources.

Employers should also review their health plan documents and vendor offerings to determine whether menopause-related care is already available. In some cases, the organization may already provide many of the necessary resources without specifically marketing them as menopause benefits.

If additional support is appropriate, employers can evaluate specialized menopause programs, enhanced provider networks, educational resources or other solutions based on employee needs and budget.

Communication should be part of the strategy from the beginning. Employees cannot use benefits they do not know exist, and the sensitive nature of menopause may make some employees reluctant to ask questions. Clear, confidential and inclusive communications can help normalize the topic and increase awareness of available resources.

What Menopause Support Can Look Like

Employers do not necessarily need to create an entirely new health plan to provide meaningful menopause support. A first step may be evaluating whether existing benefits adequately address menopause-related needs.

Medical coverage can potentially provide access to primary care providers, OB-GYNs, menopause specialists, prescription medications, hormone therapy )when medically appropriate) and other treatment options. Employers may also evaluate whether their health plans provide access to pelvic-floor physical therapy and behavioral health services.

Virtual care and specialized menopause platforms are another option. These programs may connect employees with clinicians and other specialists who can provide education, treatment guidance, nutrition support, mental health resources or physical therapy.

Education is another important component. Employees may not know what resources are already available through their health plan or employee assistance program (EAP). Employers should consider communicating available resources clearly and confidentially rather than assuming employees will find them on their own.

Workplace Policies and Accommodations Matter

Benefits are only one part of a comprehensive menopause strategy. Workplace practices can also make a meaningful difference.

Depending on the circumstances and applicable law, employers may consider reasonable workplace adjustments such as access to temperature-controlled environments, flexible scheduling, additional opportunities to take breaks,or other accommodations that allow an employee to manage symptoms while performing essential job duties.

Employers should avoid automatically creating separate rules for employees experiencing menopause without considering existing policies and applicable federal, state and local requirements. HR teams should evaluate accommodation requests individually and apply applicable disability, leave, nondiscrimination and other employment laws consistently.

State Laws Are Adding Another Layer of Consideration

Employers should monitor developments at the state level. Menopause-related workplace requirements are an evolving area of employment law, and states may take different approaches to health coverage, accommodations, leave and other forms of support.

Rhode Island, for example, was the first state to amend its Fair Employment Practices Act to include menopause among the conditions covered by certain workplace protections and accommodations. Other states have taken action related to insurance coverage for menopause treatments.

Because state requirements can vary, employers with employees in multiple jurisdictions should review applicable laws rather than assuming that one nationwide policy will satisfy every requirement.

Menopause Benefits Are Becoming Part of the Broader Benefits Conversation

The rapid increase in menopause support demonstrates a larger evolution in employee benefits. Employers are increasingly looking beyond traditional health coverage and considering how benefits can address specific health and life-stage needs.

As awareness continues to grow, menopause benefits are likely to become a more established part of comprehensive employee benefits strategies. Employers that evaluate their options now can better position themselves to support employees, remain competitive in the benefits market and respond to an evolving regulatory environment.

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