Menopause symptoms cost Canadian employers $237m annually, prompting MFC to call for workplace inclusivity
Menopause symptoms are negatively impacting productivity at Canadian workplaces and affecting the income of Canadian women.
As World Menopause Month begins, the Menopause Foundation of Canada (MFC) is urging employers to support women during this life stage.
According to MFC's Menopause and Work in Canada report, which includes an economic analysis by Deloitte Canada, unmanaged menopause symptoms result in approximately 540,000 lost days of work annually. This costs employers $237m in lost productivity.
Additionally, women experience a financial impact of $3.3bn in lost income due to reduced hours, lower pay, or leaving the workforce altogether.
One-quarter of Canada's workforce are women aged 40 and older. Of these, two million are between 45 and 55, the typical age range for menopause. This segment is the fastest-growing demographic of working women, expected to increase by nearly one-third by 2040.
MFC's report emphasizes that there has never been a better time for employers to become menopause inclusive.
MFC's workplace report reveals that menopause is a common experience for women, with 95 percent experiencing one or more of over 30 symptoms.
However, 50 percent feel unprepared for this life stage. The report notes that 32 percent of women say menopause symptoms have negatively impacted their job performance.
In addition, 24 percent report hiding their symptoms at work, while 67 percent would not feel comfortable discussing them with a supervisor, and 70 percent would not approach human resources for support.
“We're pleased to see major Canadian employers stepping up, proving that support doesn't have to be complicated to be meaningful,” said Janet Ko, president, and co-founder of MFC. “It begins with simply starting the conversation, helping to break down long-held stigmas and showing that menopause works everywhere,”
Despite the need for inclusivity, menopause remains under-prioritized in many workplaces.
While 87 percent of respondents in MFC's survey believe women need support through all life stages, including menopause, the same percentage report that their employers either do not provide, or they do not know if their employers provide, menopause-related support.
The most desired supports include medical coverage, flexible workplace policies, environmental adjustments, and greater awareness and education on menopause.
“Closing the menopause knowledge gap at work is critical to ensuring women receive the care they need,” said Michelle Jacobson, assistant professor at the University of Toronto, Menopause Specialist at Women's College, and Mount Sinai Hospital.
Several leading employers in Canada, including Sun Life, Arthritis Society Canada, PwC Canada, BMO, and L'Oréal Canada, are taking steps toward creating menopause-inclusive workplaces.
Sun Life offers employee well-being sessions on women's health, including menopause, and its hybrid work model and benefits aim to support employee well-being.
“This work is helping to dismantle the institutional bias that still exist within workplaces, preventing many women from reaching their full career potential,” said Helena Pagano, EVP, chief people, and culture officer at Sun Life.
“Longer term we believe this will be key to Sun Life's competitive advantage and that it will contribute to healthier societies in which we operate,”
Arthritis Society Canada has incorporated perimenopause and menopause into its workplace policies, allowing for schedule adjustments and other accommodations.
“Nearly nine in 10 of our employees are women, and becoming a menopause inclusive workplace is weaved into everything we do,” said Trish Barbato, president and CEO of Arthritis Society Canada, and co-founder and director of MFC.
PwC Canada has reviewed its benefits for menopause inclusivity and launched Menopause Talking Circles for employees to share experiences and ask questions.
“At any time, it is likely that over 15 percent of our female workforce are experiencing the menopause transition,” said Sonia Boisvert, partner, and chief people officer at PwC Canada.
“We need to foster a culture of empathy, respect, and flexibility that ensures we support women as they navigate this phase while empowering them to continue to contribute to their full potential,”
BMO reviews its benefits program annually to ensure it meets evolving health needs, including menopause-related treatments, and it recently launched a webinar series that included a session on menopause.
“At BMO, we understand the importance of supporting our colleagues through all of life's major milestones – including their health and wellness journeys,” said Karen Collins, chief talent officer at BMO.
“With women facing unique health needs – including menopause – we are proud to partner with Menopause Foundation of Canada to provide colleagues with the resources they need to ensure our workplaces are inclusive, productive and healthy for everyone.”
L'Oréal Canada has integrated menopause into its diversity, equity, and inclusion framework and engages champions within its Generations Employee Resource Group.
“We must break the silence around menopause, replace stigma with understanding and provide the resources and support our employees deserve. This is about creating a workplace where every woman feels seen, heard, and valued for the incredible contributions she makes, and where they have the support to perform their best,” said Marie-Evelyne François, chief diversity, equity, and inclusion officer at L'Oréal Canada.
MFC is calling on employers across the country to join its ‘Menopause Works Here’ campaign, which provides free resources, including a Menopause Inclusive Workplace Playbook that offers practical steps for supporting women during menopause.
