Menopause benefits: Small accommodations can bring big relief

Key insight: See why everyday workplace low rise adjustments for menopausal workers can make work more comfortable.
Expert quote: “My big mission is to encourage employers to ask their employees what they need…” – Lauren Tetenbaum, LCSW
Support data: Almost 1 in 7 women lose a specific amount of productivity each week.

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Benefits and accommodations managing perimenopause and menopause are becoming more and more common in the workplace. Dedicated health platforms, access to specialists, education and flexible hours everyone can make a big difference, but so can the smaller, everyday ways employers show their support.

The warmer months can be especially difficult for women navigating menopause symptoms, said Dr. Nicole Doghor, a reproductive psychiatrist at the Texas Children’s Pavilion for Women, in an article published by the health facility. She recommends that women stay hydrated and use fans to help ease discomfort — things employers can do more of, in part. available during business hours.

“Summer can exacerbate menopausal symptoms, such as hot flashes, fatigue and sleep disruption, making simple adjustments in the workplace especially valuable,” said Kim Hart, president and co-founder of Midovia, which provides training, resources and the “Menopause Accreditation Program” to employers. “Ensuring access to cool workspaces, fans, cold drinks, flexible breaks and clear communication about available health and wellness benefits are practical and affordable ways employers can support employees. Small accommodations send a powerful message that employee wellness is valued.”

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These efforts can improve business, too: Nine out of 10 women report that at least one menopausal symptom has had a direct impact on their productivity in the past 12 months, and nearly one in seven lose more than 10 hours of productivity per week, according to a survey by telehealth clinic platform Hone Health.

Lauren Tetenbaum, LCSW, a New York-based licensed psychotherapist and Menopause Society Certified Practitioner, echoed low-rise workplace accommodations, such as cold drinks and fans, and added that if uniforms are part of the job requirement, changes should be allowed if symptoms become uncomfortable. She also pointed out the importance of providing feminine products such as tampons and pads in workplace restrooms, especially for perimenopausal women, perhaps still. Aside from basics like these, the best way to make meaningful adjustments is to get employee feedback.

“A big part of my role is to encourage employers to ask what employees need, and not just say, ‘Oh, I read about this, let me give it to you,’ because that can be off target,” Tetenbaum said. “Start with a survey, because they might want some things you hadn’t thought of, or things you had planned to offer but didn’t match. (Ask) ‘What would be most helpful?’ or ‘What do you think would benefit the office the most?'”

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Steps to make perimenopausal and menopausal women more comfortable in the workplace, especially along with communication, education and support related to health and wellness, should be a priority for employers, Tetenbaum said.

“If you’re a woman in your 40s or 50s, you probably have some symptoms, and you should be able to go about your life and get the help you need without much,” she said. “We need to normalize it and make it part of the everyday conversation. The more we do it, the more it’s accepted.”

This is part two of a series on menopause support in the workplace.
Read the first part: Women—and men—want to acknowledge menopause at work