Menopause is a significant issue that impacts almost half of the global workforce, yet employers are not doing enough to address the challenges faced by menopausal workers. From difficulty sleeping to increased anxiety and hot flashes, menopause symptoms can greatly affect productivity and well-being in the workplace. In a recent poll conducted by Mineral, a provider of HR and compliance solutions, 94% of respondents stated that their employers do not provide any resources or benefits to support menopausal workers. To promote inclusivity and support for this demographic, employers need to prioritize medical insurance and mental health parity, establish an employee assistance program, offer wellness programs, invest in telehealth, create employee resource groups, explore other tools and resources, and foster open conversations about menopause. By taking these steps, employers can create a workplace culture that is understanding, supportive, and inclusive for all employees.
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Prioritize medical insurance and mental health parity
Medical insurance coverage that addresses menopause symptoms is crucial for supporting employees during this stage of life. Menopause can bring about various symptoms, including heart palpitations, anxiety, forgetfulness, severe headaches, and joint pain. Affordable coverage for these experiences is essential. Employers should discuss tax-favored benefits options such as health savings accounts and health reimbursement accounts, or consider offering level-funded health plan options, in order to provide employees with accessible and comprehensive healthcare coverage.
In addition to medical coverage, mental health support is equally important for employees going through menopause. The federal Mental Health Parity Equity and Addiction Act requires group health plans to ensure that mental health and substance use disorder benefits are not more restrictive than medical and surgical benefits. This means that copays for mental health providers should be on par with those for primary care providers. Employers must perform a comparative analysis and document the results to ensure compliance with this law and help alleviate the emotional and psychological challenges often associated with menopause.
Employee assistance program
Establishing an employee assistance program (EAP) specifically designed for perimenopausal and menopausal workers can provide valuable resources and support. When implementing an EAP, it is crucial to find a vendor that has expertise in menopause-related issues. A well-designed EAP can offer counseling, emotional support, and educational services to help employees navigate the changes that occur during this stage of life. Seminars and workshops can provide valuable information about the physical and emotional changes associated with menopause, while also offering medical referrals to specialized healthcare professionals who can provide the necessary care and support.
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Offer a wellness program
Implementing a comprehensive wellness program that includes stress management, targeted fitness recommendations, and specific nutritional guidance is essential for supporting employees going through menopause. Stress management techniques can help alleviate anxiety and promote overall well-being, while targeted fitness recommendations and specific nutritional guidance can address the physical changes that occur during this stage of life. However, employers must ensure that the wellness program complies with state and federal laws, such as the Affordable Care Act and the Health Insurance Portability and Accountability Act, to avoid any legal issues.
Invest in telehealth
Telehealth can be a valuable resource for employees experiencing menopause symptoms, as it removes geographical barriers and physical limitations that may prevent access to quality menopause care. With telehealth, employees can have remote access to specialized healthcare professionals, including those well-versed in menopause care. Employers should be aware that telehealth plans are considered group health plans and are subject to various laws and compliance obligations. When sourcing a telehealth plan, it is important to review the types of specialists available to confirm that there are professionals who can offer expertise in menopause care.
Employee resource group
Creating a voluntary employee resource group (ERG) for employees experiencing perimenopausal and menopausal symptoms can be a powerful way to provide support and understanding within the workplace. ERGs can play a crucial role in an organization’s diversity, equity, and inclusion strategy, offering valuable insights and promoting a culture of support and understanding. Starting an ERG allows employees and leaders who share an interest or experience in menopause to come together, share experiences, and develop strategies for supporting employees going through this stage of life.
Explore other tools and resources
In addition to medical coverage and wellness programs, employers can consider offering access to mobile apps that provide information and tools to help employees manage their menopause symptoms. Some health insurance providers also offer similar resources and tools that can be beneficial. Employers can also consider additional workplace accommodations such as providing desk fans, flexible work arrangements, quiet and cool rooms, and easy outdoor access for breaks. Offering additional time off to accommodate the onset of symptoms or for medical appointments can also be helpful. Furthermore, training managers and leaders on how to support menopausal employees and providing education and awareness about menopause to all employees can create an inclusive and supportive work environment for everyone.
Establish a formal menopause policy
To ensure consistent support and understanding for employees experiencing menopause, employers can work with legal counsel to establish a formal menopause policy for the workplace. Such a policy demonstrates an employer’s commitment to supporting all employees and can address specific accommodations and resources that will be provided. Examples of menopause policies in other organizations and countries, such as the menopause policy implemented by U.K. media outlet Channel 4, can serve as a guide for employers looking to establish their own formal policy.
Remove the stigma and promote open conversations
To create a truly inclusive and supportive work environment, it is crucial to remove the stigma surrounding menopause and promote open conversations about this topic. Educating employees and raising awareness about menopause can help dispel myths and misconceptions and foster greater understanding and empathy. Employers should review their benefits, policies, and practices to ensure they provide the necessary resources and accommodations to support menopausal employees. By creating a culture of support and inclusivity, employers can empower menopausal employees to communicate their needs and work collaboratively with their team leaders and HR to maintain productivity and well-being.
