Executive Summary

Menopause is a natural, universal transition affecting more than a million U.S. employees each year—primarily at the peak of their careers. Despite its prevalence, menopause remains largely unaddressed in workplace health policy, costing U.S. employers an estimated $1.8 billion annually in lost work time, with total costs reaching $26.6 billion when medical expenses are included. Leading authorities, including The Menopause Society and Mayo Clinic Proceedings, now urge employers to become menopause certified, offering robust evidence that such certification yields measurable benefits in talent retention, productivity, workplace culture, and cost containment.

Table of Contents

1. Introduction
2. The Scope and Impact of Menopause in the U.S. Workforce
3. Why Menopause Certification Matters
4. Evidence-Based Benefits of Menopause Certification
5. What Menopause Certification Entails
6. Legal Landscape and Compliance
7. Conclusion
8. References

Introduction

As the American workforce ages, menopause is becoming an increasingly important workplace issue. Despite affecting over a million employees each year, menopause is often overlooked in organizational health and inclusion strategies. Addressing menopause through formal certification offers a strategic advantage for employers, supporting retention, productivity, and compliance.

The Scope and Impact of Menopause in the U.S. Workforce

Prevalence and Demographics

• Over 1 million people in the U.S. enter menopause each year; 20% of the workforce is currently experiencing menopause.
• The fastest-growing workforce demographic is women aged 50 and older, who hold critical institutional knowledge and leadership roles.

Economic and Productivity Costs

• Mayo Clinic research quantifies $1.8 billion in annual lost work time due to menopause symptoms, with the total economic impact (including medical costs) at $26.6 billion.
• Nearly two-thirds of menopausal employees report weekly interference with work performance; 13% experience adverse work outcomes, and 11% miss workdays due to symptoms.
• 35% of affected employees make career decisions—such as declining promotions or leaving roles—due to unmanaged symptoms, risking loss of experienced talent and leadership pipeline disruption.

Why Menopause Certification Matters

1. Talent Retention and Leadership Continuity

• Menopausal and perimenopausal employees are often at the height of their professional influence, serving as mentors and culture carriers.
• Certification signals a commitment to retaining seasoned talent, reducing turnover, and safeguarding institutional knowledge.

2. Enhancing Productivity and Reducing Costs

• Addressing menopause in the workplace reduces absenteeism, presenteeism, and costly turnover.
• Supporting employees through evidence-based interventions (e.g., flexible work, access to menopause-certified providers, workplace accommodations) measurably improves productivity and well-being.

3. Building a Competitive, Inclusive Culture

• Menopause certification aligns with broader diversity, equity, and inclusion (DEI) goals, demonstrating support for gender equity and multigenerational teams.
• A menopause-responsive culture is a powerful recruitment and retention tool, enhancing employer brand and employee engagement.

4. Legal and Reputational Risk Mitigation

• Training managers to recognize menopause-related needs helps prevent potential sex or age discrimination claims, aligning with anti-discrimination policies and minimizing legal risk.
• Certification provides a visible, credible seal of commitment, differentiating employers in the market.

Evidence-Based Benefits of Menopause Certification

What Menopause Certification Entails

• Employer Guide and Resources: The Menopause Society provides comprehensive, science-based resources including policy templates, training materials, and planning tools.
• Assessment and Planning: Employers assess current practices and identify gaps in support for menopausal employees.
• Policy Implementation: Certification requires evidence of menopause-responsive policies—flexible work, access to certified providers, peer support, and accommodations for symptoms.
• Designation and Recognition: Certified employers receive a public seal, signaling their commitment and leveraging the designation for recruitment and retention advantage.

Legal Landscape and Compliance

U.S. Legal Landscape

• Americans with Disabilities Act (ADA): Severe menopause symptoms may qualify as a disability, requiring reasonable accommodations.
• Family and Medical Leave Act (FMLA): Employees may be eligible for unpaid, job-protected leave for serious health conditions, including menopause.
• Pregnant Workers Fairness Act (PWFA): Passed in 2023, this law requires reasonable accommodations for pregnancy and related conditions; menopause may be interpreted as related.
• Anti-Discrimination Laws: Title VII, ADEA, and the ADA prohibit discrimination based on sex, age, or disability—categories that may intersect with menopause.

Key Case Law

• Cruz-Aponte v. Caribbean Petroleum Corp. (2015):
  Menopause-based comments were found to be discriminatory under Title VII, as they single out women by both gender and age.
• LeBoy v. Brennan (2017):
  Hostile work environments based on gendered comments about reproductive health are prohibited under Title VII.
• Mullen v. New Balance Athletics, Inc. (2019):
  Abrupt menopause due to surgery can constitute a disability under the ADA, requiring reasonable accommodation.
• Additional Cases:
  Cases such as Alisha Coleman v. Georgia and Sipple v. Crossmark highlight a growing trend of litigation at the state level.

Practical Compliance Steps

• Audit and update internal policies to ensure menopause-related symptoms are recognized and supported.
• Offer simple, cost-effective accommodations: flexible schedules, temperature control, relaxed dress codes, and access to wellness spaces.
• Train managers and employees to recognize and support menopause-related needs.
• Create a safe space for employees to discuss menopause and its challenges.
• Offer benefits that address menopause support for your workforce.

Conclusion

Becoming menopause certified is a strategic imperative for U.S. employers seeking to retain top talent, boost productivity, and foster an inclusive, high-performing culture. The evidence is clear: supporting menopausal employees is not just a health initiative, but a business-critical investment with measurable returns.

References

1. The Menopause Society (formerly The North American Menopause Society)
   • Menopause in the Workplace: Guidance for Employers. (2023)
   • Menopause and Work: A Guide for Employers and Employees. (2022)
2. Mayo Clinic Proceedings
   • “Lost Work Productivity and Associated Costs Due to Menopause Symptoms.” (2023)
   • “Menopause symptoms cost American women $1.8 billion in lost work time per year.” (2023)
3. American College of Obstetricians and Gynecologists (ACOG)
   • Menopause Management. (2021)
   • “Menopause and the Workplace.” (2023)
4. Society for Women’s Health Research
   • The Impact of Menopause on the Workplace. (2023)
5. Harvard Business Review
   • Brewis, J., & Beck, V. “Menopause Is a Workplace Issue: Here’s What Companies Can Do About It.” (2022)
6. S. Bureau of Labor Statistics
   • Labor Force Statistics by Age and Gender. (2022)
7. Additional Peer-Reviewed Sources
   • Griffiths, A., et al. “Workplace support for employees experiencing menopause.” Maturitas, 85, 88–95. (2016)
   • Jack, G., et al. “Menopause in the workplace: What employers should know.” Maturitas, 85, 79–85. (2016)
8. Cruz-Aponte v. Caribbean Petroleum Corp., 123 F. Supp. 3d 276 (D.P.R. 2015)
9. LeBoy v. Brennan, No. 14 C 3287, 2017 WL 2868952 (N.D. Ill. July 5, 2017)
10. Mullen v. New Balance Athletics, Inc., 2019 WL 958370 (D. Me. Feb. 27, 2019)
11. Sipple v. Crossmark, Cal. Super. Ct.