Today’s benefit professionals and HR teams are tasked with choosing and promoting resources that nurture all women at every stage of their health journeys. Comprehensive support to specifically accommodate women during menopause can include:

Flexible work arrangements, including work-from-home options, adjustable hours or shifts, and time off for appointments or recovery.
Education and awareness, with training for managers and employees, open conversations, and a focus on available benefits, resources, and unique accommodations for women as they transition through menopause.
Benefits for healthcare support such as preventive screenings, mental health services, and access to EAP and telehealth resources. Financial benefits like flexible spending accounts (FSAs) and health savings accounts (HSAs) provide tax-advantaged funds for services such as hormone replacement therapy, which are not always covered by insurance.
Environmental flexibility around fans, air conditioning, and uniform or dress requirements.
Menopause resources, including accessible and expert information in articles, websites, journals, videos, or podcasts and onsite or online employee resources or support groups.

While it’s exciting to see companies embrace women’s health — from fertility, family planning and care, to menopause and beyond — to optimize engagement in your investments, communicating visibly and often is key. A report on employee engagement with health benefits indicated 63% don’t know how to leverage their company-provided benefits. That’s a big miss for organizations committed to employee health and wellbeing.

Instant Insights /

Help women thrive during menopause with benefits in tune with their bodies

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