{"id":35792,"date":"2026-10-20T11:44:16","date_gmt":"2026-10-20T15:44:16","guid":{"rendered":"https:\/\/www.wellable.co\/blog\/?p=35792"},"modified":"2026-10-20T13:24:55","modified_gmt":"2026-10-20T17:24:55","slug":"womens-health-at-work","status":"publish","type":"post","link":"https:\/\/www.wellable.co\/blog\/womens-health-at-work\/","title":{"rendered":"Women&#8217;s Health at Work: How Employers Can Support Every Life Stage (Including Menopause)"},"content":{"rendered":"<div style=\"border: 1px solid rgb(0 0 0 \/ 0.1); padding: 25px 25px 10px; border-radius: 8px; box-shadow: 0 4px 6px -1px rgb(0 0 0 \/ 0.1), 0 2px 4px -2px rgb(0 0 0 \/ 0.1);\">\n<h3 id=\"h-pressed-for-time-here-s-a-quick-summary\" class=\"wp-block-heading nitoc\">Pressed for time? Here\u2019s a quick summary\u2026<\/h3>\n<ul>\n<li><strong>Women\u2019s health needs evolve across life stages<\/strong>, highlighting the need for flexible, inclusive workplace support throughout an employee\u2019s career.<\/li>\n<li><strong>A comprehensive approach to women\u2019s health extends beyond reproductive care<\/strong> to include mental health, heart health, bone health, chronic conditions, caregiving, perimenopause, and menopause.<\/li>\n<li><strong>Employers can remove common health barriers through flexibility<\/strong>, preventive care, clear benefits communication, caregiver support, education, and relevant wellness programming.<\/li>\n<li><strong>Effective women\u2019s health programs can start small by identifying employee needs<\/strong>, reviewing existing resources, engaging leadership, and adjusting initiatives based on feedback and results.<\/li>\n<\/ul>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Women represent <a href=\"https:\/\/www.mckinsey.com\/mhi\/our-insights\/closing-the-womens-health-gap-a-1-trillion-dollar-opportunity-to-improve-lives-and-economies\" target=\"_blank\" rel=\"noreferrer noopener\">47% of the U.S. workforce<\/a>, yet many still face significant challenges in accessing appropriate care. According to the McKinsey Health Institute, women spend <a href=\"https:\/\/www.mckinsey.com\/mhi\/our-insights\/closing-the-womens-health-gap-a-1-trillion-dollar-opportunity-to-improve-lives-and-economies\" target=\"_blank\" rel=\"noreferrer noopener\">25% more<\/a> of their lives in poor health than men, and much of this health gap occurs during their working years. These health challenges can directly affect the workplace. For example, a global survey found that <a href=\"https:\/\/www.weps.org\/blog\/supporting-womens-health-and-well-being-work\" target=\"_blank\" rel=\"noreferrer noopener\">70% of women<\/a> lose one to five days of productivity each month because of women\u2019s health issues. Despite the widespread impact, only 10% feel adequately supported by their employers. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Supporting women\u2019s health at work requires recognizing that health needs can change throughout a person\u2019s career, from menstrual and reproductive health to perimenopause, menopause, and healthy aging. Employers have an opportunity to create workplaces that respond to these evolving needs with greater flexibility, education, resources, and support. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This guide breaks down women\u2019s health needs across life stages, takes a closer look at perimenopause and menopause (two often-overlooked transitions that can affect employees\u2019 comfort, concentration, and productivity), and outlines practical steps employers can take, many of which do not require changing the organization\u2019s health plan.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"what-does-womens-health-at-work-mean\">What Does Women&#8217;s Health at Work Mean?<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-1024x1024.jpg\" alt=\"A cartoon illustration of a woman jogging while listening to earphones, surrounded by wellness icons including a water bottle, avocado, fruit, dumbbell, stethoscope, and heart, representing the importance of supporting women\u2019s physical health and overall well-being in the workplace.\" class=\"wp-image-35814\" style=\"width:352px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-1024x1024.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-300x300.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-150x150.jpg 150w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-768x768.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-1536x1536.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean-96x96.jpg 96w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/What-Does-Womens-Health-at-Work-Mean.jpg 1700w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Women\u2019s health at work refers to the policies, benefits, workplace culture, and wellness programs that address health needs that affect women differently or more often than men. Effective support recognizes these needs across different life stages and considers how the workplace can reduce barriers to health and well-being.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Women\u2019s health extends well beyond reproductive health. It includes conditions and challenges related to heart health, mental health, autoimmune diseases, bone health, menstruation, pregnancy, perimenopause, menopause, and caregiving strain. Some of these concerns disproportionately affect women, while others may present differently or create distinct challenges throughout their lives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, supporting women\u2019s health is a workforce issue as well as a health issue. Unmet health needs can affect attendance, focus, retention, and career progression, making thoughtful workplace support an important part of an inclusive employee experience.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"why-womens-health-at-work-matters\">Why Women\u2019s Health at Work Matters<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Gaps in women\u2019s health support can create measurable costs for employees and employers. From reduced productivity to turnover, the business case for addressing these needs extends beyond improving employee well-being. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Productivity:<\/strong> Menstruation-related symptoms can reduce productivity even when employees remain at work. The impact can be substantial. For example, around <a href=\"https:\/\/bmjopen.bmj.com\/content\/9\/6\/e026186\" target=\"_blank\" rel=\"noreferrer noopener\">80% of women<\/a> surveyed reported presenteeism (working while health symptoms limit productivity), resulting in an average of 8.9 days of lost productivity per year. Presenteeism accounted for more than seven times as many lost productive days as absenteeism. <\/li>\n\n\n\n<li><strong>Retention:<\/strong> Menopause symptoms such as fatigue, sleep disruption, and difficulty concentrating can make work more challenging, especially without adequate support. According to research, <a href=\"https:\/\/swhr.org\/resources\/menopause-workplace-resource-guide-for-women\/\" target=\"_blank\" rel=\"noreferrer noopener\">two in five women<\/a> considered finding or found a new job because of menopause, while one in four considered not pursuing or did not pursue a leadership opportunity. <\/li>\n\n\n\n<li><strong>Caregiving load:<\/strong> Women in the U.S. provide <a href=\"https:\/\/jamanetwork.com\/journals\/jama-health-forum\/fullarticle\/2805890?\" target=\"_blank\" rel=\"noreferrer noopener\">2.2 times more unpaid<\/a> family caregiving per day than men. This unequal burden can affect health, well-being, and workforce participation. <\/li>\n\n\n\n<li><strong>Healthcare decisions:<\/strong> Women shoulder an estimated <a href=\"https:\/\/www.heart.org\/en\/news\/2024\/04\/17\/families-often-have-chief-medical-officers-and-theyre-almost-always-women?\" target=\"_blank\" rel=\"noreferrer noopener\">80% of family medical<\/a> decision-making responsibilities. Supporting women\u2019s health can therefore have a ripple effect on how families navigate care and healthcare resources. <\/li>\n\n\n\n<li><strong>Economic upside:<\/strong> Closing the women\u2019s health gap could add at least <a href=\"https:\/\/www.mckinsey.com\/mhi\/our-insights\/closing-the-womens-health-gap-a-1-trillion-dollar-opportunity-to-improve-lives-and-economies\" target=\"_blank\" rel=\"noreferrer noopener\">$1 trillion<\/a> to the global economy annually by 2040. Research also estimates that every $1 invested in women\u2019s health could generate approximately $3 in economic growth.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"womens-health-needs-at-every-life-stage\">Women&#8217;s Health Needs at Every Life Stage<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"early-career-20s-to-early-30s\">Early Career: 20s to Early 30s<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"908\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1-1024x908.jpg\" alt=\"A cartoon illustration of a woman sitting cross-legged surrounded by reproductive health icons including a uterus, birth control pills, a calendar, a clock, and female gender symbol, representing the importance of reproductive health tracking and preventive medical care for women.\" class=\"wp-image-35840\" style=\"width:380px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1-1024x908.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1-300x266.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1-768x681.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1-1536x1362.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1.jpg 1945w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">For women in their 20s and early 30s, health needs often include menstrual health, mental health, preventive care, and <a href=\"https:\/\/www.wellable.co\/blog\/support-employees-with-chronic-illness\/\" target=\"_blank\" rel=\"noreferrer noopener\">managing conditions<\/a> like endometriosis and polycystic ovary syndrome (PCOS). According to the World Health Organization, <a href=\"https:\/\/www.who.int\/news-room\/fact-sheets\/detail\/endometriosis\" target=\"_blank\" rel=\"noreferrer noopener\">endometriosis<\/a> affects approximately 10% of reproductive-age women worldwide, while PCOS affects an estimated <a href=\"https:\/\/www.who.int\/news-room\/fact-sheets\/detail\/polycystic-ovary-syndrome\/\" target=\"_blank\" rel=\"noreferrer noopener\">10% to 13%<\/a>. These concerns can affect employees well before they consider pregnancy or parenthood, reinforcing why workplace support for women\u2019s health should extend beyond reproductive benefits. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Menstrual symptoms, such as pain, fatigue, headaches, and heavy bleeding, can make it harder to concentrate or work comfortably. Conditions like endometriosis and PCOS can make managing these symptoms even more difficult. Endometriosis, for example, can cause severe pelvic pain and other symptoms that interfere with daily activities, while PCOS may require ongoing care to manage symptoms and associated health risks. Mental health also deserves attention during this life stage, particularly because women experience depression and anxiety at higher rates than men.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h4 class=\"wp-block-heading nitoc\" class=\"wp-block-heading nitoc\" id=\"employers-can-help-remove-everyday-barriers-by\">Employers can help remove everyday barriers by:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Providing period products in workplace restrooms so employees can easily access basic menstrual health supplies when needed.<\/li>\n\n\n\n<li>Offering flexible sick time and <a href=\"https:\/\/www.wellable.co\/blog\/best-corporate-wellness-apps-to-support-mental-health\/\" target=\"_blank\" rel=\"noreferrer noopener\">mental health resources<\/a> that give employees options to manage physical and emotional health needs without unnecessary workplace barriers. <\/li>\n\n\n\n<li>Encouraging preventive care by giving employees flexibility to attend annual checkups, screenings, and other routine healthcare appointments. <\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"family-planning-and-parenthood\">Family Planning and Parenthood<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img decoding=\"async\" width=\"2560\" height=\"2215\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-scaled.jpg\" alt=\"A cartoon illustration of a woman sitting at her desk, holding a kid while working on a computer, surrounded by houseplants, and a desk lamp,representing the challenges and support needs of working mothers\" class=\"wp-image-35842\" style=\"aspect-ratio:1.1557810551661865;width:418px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-scaled.jpg 2560w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-300x260.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-1024x886.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-768x664.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-1536x1329.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Family-Planning-and-Parenthood-edited-2048x1772.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Family planning and parenthood can bring a wide range of health needs, from fertility care and pregnancy to postpartum recovery and lactation. Employees may need time for fertility treatments or prenatal appointments, workplace accommodations during pregnancy, and continued support after returning from parental leave. These needs can affect employees\u2019 physical and emotional well-being as they navigate recovery, infant care, disrupted sleep, and new responsibilities at home.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The postpartum period deserves particular attention. Physical recovery can continue after an employee returns to work, while postpartum depression and anxiety can affect mental health, concentration, and daily functioning. Employees who breastfeed may also need adequate time and privacy to pump during the workday.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h4 class=\"wp-block-heading nitoc\" class=\"wp-block-heading nitoc\" id=\"employers-can-make-this-transition-easier-by\">Employers can make this transition easier by:<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Providing paid parental leave and flexible return-to-work options, such as phased schedules or temporary adjustments to hours and workload. <\/li>\n\n\n\n<li>Creating accessible, private lactation spaces and allowing adequate break time for employees who need to pump. <\/li>\n\n\n\n<li>Supporting postpartum mental health through employee assistance programs, mental health benefits, and clear communication about available resources. <\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"midlife-late-30s-to-50s\">Midlife: Late 30s to 50s<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-1024x683.jpg\" alt=\"A cartoon illustration of a confident professional woman in a yellow blazer thoughtfully working on a laptop at her desk, surrounded by emails, a calendar, stacked books, and a desk lamp, representing women navigating the demands and complexities of midlife career growth in their late 30s to 50s.\" class=\"wp-image-35827\" style=\"aspect-ratio:1.4992888417882142;width:504px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-1024x683.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-300x200.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-768x512.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-1536x1024.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Midlife-Late-30s-to-50s-2048x1365.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Midlife brings overlapping health and life changes. Heart health becomes increasingly important, perimenopause introduces physical and emotional changes, and many women balance caregiving responsibilities for children, aging parents, or both.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers can support midlife employees by offering flexible scheduling for medical appointments and caregiving responsibilities, connecting employees with caregiver resources, and incorporating heart-health education, physical activity, and stress management into wellness programs. These strategies can help employees care for their own health while managing responsibilities outside of work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Another major consideration during midlife is the menopause transition. Because symptoms can affect sleep, concentration, comfort, and work performance, this life stage deserves a closer look.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"perimenopause-and-menopause-at-work\">Perimenopause and Menopause at Work<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Menopause is a normal life stage, but its symptoms can create real challenges in the workplace. More than <a href=\"https:\/\/swhr.org\/resources\/menopause-workplace-resource-guide-for-women\/\" target=\"_blank\" rel=\"noreferrer noopener\">75% of women<\/a> work throughout their menopause transition, which often coincides with important years for career growth and leadership opportunities. Supporting employees during this transition can help organizations retain experienced talent and create a more inclusive workplace.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"908\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-1024x908.jpg\" alt=\"A cartoon illustration of three women in different poses around an oversized uterus and hourglass, with one doing yoga, one sitting confidently on top, and one holding a female gender symbol, surrounded by flowers and leaves, representing the physical, hormonal, and identity shifts women experience during perimenopause and menopause in the workplace.\" class=\"wp-image-35843\" style=\"aspect-ratio:1.1277807525677845;width:418px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-1024x908.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-300x266.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-768x681.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-1536x1361.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Perimenopause-and-Menopause-at-Work-2048x1815.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"perimenopause-vs-menopause-whats-the-difference\">Perimenopause vs. Menopause: What\u2019s the Difference?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Although people often use \u201cmenopause\u201d to describe the entire transition, it includes several stages:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Perimenopause<\/strong> is the transition leading up to menopause. It often begins in a woman\u2019s 40s, although it can start earlier or later. During this time, hormone levels fluctuate, periods may become irregular, and symptoms, such as hot flashes and sleep problems, can begin. Perimenopause lasts about four years on average, although the length varies. <\/li>\n\n\n\n<li><strong>Menopause<\/strong> occurs when a person has gone 12 consecutive months without a menstrual period. In the U.S., the average age of menopause is 51. <\/li>\n\n\n\n<li><strong>Postmenopause<\/strong> refers to the years after menopause. Hormonal changes during and after the transition can increase the risk of health concerns such as cardiovascular disease and osteoporosis. <\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding these stages matters because symptoms can begin years before an employee officially reaches menopause.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"how-menopause-symptoms-show-up-at-work\">How Menopause Symptoms Show Up at Work<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Menopause affects everyone differently. Some employees experience few symptoms, while others face symptoms that interfere with sleep, concentration, comfort, or daily activities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hot flashes can cause sudden discomfort during meetings or other work activities, while night sweats and sleep disruption can contribute to fatigue the next day. Brain fog, including difficulty finding words or remembering information, can make it harder to concentrate and may affect confidence. Mood changes and anxiety can add stress, while headaches, joint discomfort, and heavy or irregular periods during perimenopause can make the workday physically challenging.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The goal is not to assume that every employee going through menopause needs accommodations, but to create an environment where employees feel comfortable accessing support when they need it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"why-menopause-is-a-workforce-issue\">Why Menopause Is a Workforce Issue<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Perimenopause and menopause often occur when employees have accumulated significant experience, institutional knowledge, and leadership expertise. Symptoms that affect sleep, concentration, mental health, or physical comfort can make it harder to perform at their best, especially when employees do not feel comfortable asking for support. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Despite these challenges, menopause-specific workplace resources remain uncommon. Research found that only <a href=\"https:\/\/www.aarp.org\/pri\/topics\/work-finances-retirement\/employers-workforce\/menopause-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\">22% of employers<\/a> offer menopause-specific benefits, while one in three female workers experiencing menopause reported missing work because of symptoms within the previous year. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, the potential effects extend beyond individual well-being. When experienced employees miss work, reduce their responsibilities, pass on advancement opportunities, or leave an organization, employers can lose valuable knowledge and leadership talent. Creating a menopause-supportive workplace can help remove barriers that might otherwise affect employees during an important stage of their careers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"how-employers-can-support-employees-through-menopause\">How Employers Can Support Employees Through Menopause<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Supporting menopause at work does not always require adding a new benefit. Employers can start by reviewing existing policies, benefits, wellness programs, and workplace practices to identify simple ways to make support more accessible.<\/p>\n\n\n\n<style data-wp-block-html=\"css\">\n.table-layout-table-1 {\n text-align: justify;\n overflow-x: auto;\n -webkit-overflow-scrolling: touch;\n}\n\n.table-layout-table-1 table {\n min-width: 770px;\n}\n\n.table-layout-table-1 tr th {\n vertical-align: middle;\n}\n\n\n.table-layout-table-1 tr th:nth-child(1) {\n width: 20%;\n}\n\n\n.table-layout-table-1 tr th:nth-child(2) {\n width: 80%;\n}\n\n.table-layout-table-1 tr th:nth-child(3) {\n width: 29%;\n}\n<\/style>\n\n<div class=\"table-layout-table-1\">\n <table class=\"table table-bordered\" style=\"border-color: #f47920; width: 100%; table-layout: fixed;\">\n <thead>\n <tr style=\"background-color: #f47920; color: white; font-weight: bolder; text-align: center;\">\n <th style=\"background-color: #f47920; color: white; font-weight: bolder; padding: 12px;\">Area<\/th>\n <th style=\"background-color: #f47920; color: white; font-weight: bolder; padding: 12px;\">What Employers Can Do<\/th>\n <\/tr>\n <\/thead>\n\n <tbody>\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Culture\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n \n Normalize conversations about menopause through <a href=\"https:\/\/www.wellable.co\/wellness-services\/educational-presentations#womens-health-and-hormones\" target=\"_blank\" rel=\"noreferrer noopener\">educational sessions<\/a> for employees and training for managers that helps them respond respectfully to requests for support.\n\n<\/td>\n <\/tr>\n\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Flexibility\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n Offer flexible start times, remote or hybrid work options when appropriate, and breaks that allow employees to manage symptom flare-ups.\n <\/td>\n <\/tr>\n\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Environment\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n Provide practical options, such as temperature control, desk fans, access to cold water, and breathable uniform choices, where possible.\n <\/td>\n <\/tr>\n\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Benefits\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n Review existing health benefits for menopause-trained providers, virtual care, mental health support, and relevant treatments. Clearly communicate available resources so employees know how to access them.\n <\/td>\n <\/tr>\n\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Programs\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n Incorporate sleep, stress management, strength training, and heart-health activities into wellness programming.\n <\/td>\n <\/tr>\n\n <tr>\n <td style=\"background-color: #f47920; color: white; font-weight: bolder; vertical-align: middle; padding: 12px; text-align: left;\">\n Community\n <\/td>\n <td style=\"background-color: white; vertical-align: middle; padding: 12px;\">\n Consider a menopause or midlife employee resource group, peer network, or other voluntary space where employees can share resources and experiences.\n <\/td>\n <\/tr>\n <\/tbody>\n <\/table>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should also avoid treating menopause support as something only managers or employees experiencing symptoms need to understand. Broader education can reduce stigma and help create a culture where seeking support feels normal rather than uncomfortable. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wellable\u2019s platform makes it easy to support women at every life stage with wellness challenges, on-demand resources, and expert-led educational presentations, including <a href=\"https:\/\/www.wellable.co\/wellness-services\/educational-presentations#womens-health-and-hormones\" target=\"_blank\" rel=\"noreferrer noopener\">Women\u2019s Health and Hormones<\/a>. <\/p>\n\n\n\n<style data-wp-block-html=\"css\">\n.cs-button.hover-btn:hover {\n background: white;\n color: #f47920;\n}\n\n.cs-button.hover-btn {\n transition: all 0.4s ease-in-out;\n}\n<\/style>\n\n<div class=\"text-center mb-5 mt-3\">\n<a class=\"cs-button hover-btn\" href=\"https:\/\/www.wellable.co\/resources\/demo\/\" data-url=\"resources\/demo\/\" target=\"_blank\" style=\"width:max-content\">\nBook a demo with Wellable\n<\/a>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"legal-landscape-for-menopause-at-work\">Legal Landscape for Menopause at Work<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Workplace protections related specifically to menopause are beginning to emerge. For example, Rhode Island expanded its <a href=\"https:\/\/richr.ri.gov\/news\/pregnancy.php?\" target=\"_blank\" rel=\"noreferrer noopener\">Fair Employment Practices Act<\/a> in June 2025 to protect employees and applicants from discrimination related to menopause and related conditions and to provide a right to request reasonable accommodations. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Federal law does not currently provide a standalone menopause-specific workplace protection. However, depending on an employee\u2019s circumstances, existing federal protections related to sex, age, or disability may apply. Employers should consult qualified legal counsel when developing policies or responding to accommodation requests, particularly as state requirements continue to evolve.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"how-employers-can-support-womens-health-at-work\">How Employers Can Support Women\u2019s Health at Work<\/h2>\n\n\n<div class=\"wp-block-image center-mobile\">\n<figure class=\"alignright size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"2183\" height=\"2560\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-scaled.jpg\" alt=\"A cartoon illustration of two women collaborating in an office setting \u2014 one working at a computer while the other stands nearby holding a coffee cup with a five-star rating displayed \u2014 representing how employers can foster a supportive and high-quality work environment to champion women\u2019s health and well-being.\" class=\"wp-image-35844\" style=\"aspect-ratio:0.8442482472085173;width:331px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-scaled.jpg 2183w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-256x300.jpg 256w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-873x1024.jpg 873w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-768x901.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-1310x1536.jpg 1310w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/222085406_f155a3e2-0427-48fd-90a8-9debb6c5b2bf-1746x2048.jpg 1746w\" sizes=\"(max-width: 2183px) 100vw, 2183px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Supporting women\u2019s health does not require a separate benefit or program for every life stage. Many effective practices address common barriers employees face throughout their careers.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Make flexibility the default:<\/strong> Flexible schedules, remote work options, and reasonable time off can help employees manage medical appointments, symptoms, caregiving responsibilities, and other health needs. Normalizing flexibility can also reduce the pressure to disclose personal health information simply to request an adjustment. <\/li>\n\n\n\n<li><strong>Audit existing benefits:<\/strong> Health plans may already cover services related to fertility, menopause, preventive care, and <a href=\"https:\/\/www.wellable.co\/resources\/mental-health-essentials\/\" target=\"_blank\" rel=\"noreferrer noopener\">mental health<\/a>. Review existing benefits and communicate relevant resources clearly so employees understand what support is available and how to access it. <\/li>\n\n\n\n<li><strong>Make preventive care easy:<\/strong> Work schedules can make routine healthcare difficult to prioritize. Paid time for preventive visits, including mammograms, cervical cancer screenings, and annual checkups, can help remove that barrier. <\/li>\n\n\n\n<li><strong>Support caregivers:<\/strong> Flexible leave, backup care benefits, caregiver resources, and employee assistance programs (EAPs) can help employees balance work with caring for children, partners, aging parents, and other family members. <\/li>\n\n\n\n<li><strong>Prioritize mental health:<\/strong> Regularly promote EAPs, counseling benefits, and stress-management resources. Manager training can also help leaders recognize when an employee may need support and respond appropriately without expecting them to diagnose or solve health concerns. <\/li>\n\n\n\n<li><strong>Build an open culture:<\/strong> Education can reduce stigma around menstruation, fertility, pregnancy, menopause, and other women\u2019s health topics. Offer learning opportunities to all employees and encourage leaders to visibly support women\u2019s health resources and policies. <\/li>\n\n\n\n<li><strong>Offer wellness programming that reflects women\u2019s needs:<\/strong> Heart-health initiatives, strength training, bone-health education, sleep programs, stress management, and <a href=\"https:\/\/www.wellable.co\/blog\/power-of-health-coaching-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\">health coaching<\/a> can complement healthcare benefits and give employees practical tools to support long-term well-being. <\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Together, these practices create a stronger foundation for supporting women\u2019s health throughout the employee experience.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"how-to-build-a-womens-health-program-5-steps\">How to Build a Women\u2019s Health Program: 5 Steps<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A women\u2019s health program does not need to launch with dozens of <a href=\"https:\/\/www.wellable.co\/blog\/6-strategies-for-successful-open-enrollment-2025\/\" target=\"_blank\" rel=\"noreferrer noopener\">new benefits or initiatives<\/a>. Employers can start with existing resources, address the most pressing needs, and expand support over time based on employee feedback and results.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"1-ask-employees-what-they-need\">1. Ask Employees What They Need<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Start by understanding the health needs and workplace barriers employees actually experience. An anonymous survey can explore topics such as access to care, caregiving, flexibility, menopause support, mental health, and awareness of existing benefits. Health Action Alliance offers a <a href=\"https:\/\/stephen-jftgsnxp.scoreapp.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">sample menopause employer survey<\/a> that organizations can use as a starting point. Keep questions voluntary and avoid asking employees to disclose personal medical information.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"2-audit-current-benefits-and-policies\">2. Audit Current Benefits and Policies<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Map existing health benefits, leave policies, accommodations, <a href=\"https:\/\/www.wellable.co\/wellness-platform\/\" target=\"_blank\" rel=\"noreferrer noopener\">wellness programs<\/a>, and employee resources against the needs identified in the survey. Identify gaps in coverage and communication, and determine whether employees need new benefits or better awareness of existing resources.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"3-start-small\">3. Start Small<\/h3>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"577\" height=\"400\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Start-Small.png\" alt=\"A cartoon illustration of four diverse women sitting in a circle on chairs, each holding clipboards or documents, representing a workplace menopause education or support group session where women can share experiences and learn together.\" class=\"wp-image-35830\" style=\"width:405px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Start-Small.png 577w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Start-Small-300x208.png 300w\" sizes=\"(max-width: 577px) 100vw, 577px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Choose two or three achievable actions that address priority needs. An organization might begin with a <a href=\"https:\/\/www.wellable.co\/wellness-services\/educational-presentations#womens-health-and-hormones\" target=\"_blank\" rel=\"noreferrer noopener\">menopause education session<\/a>, clearer flexible scheduling guidance, and a <a href=\"https:\/\/www.wellable.co\/employee-wellness-challenges\/heart-health-hero-challenge\" target=\"_blank\" rel=\"noreferrer noopener\">heart-health wellness challenge<\/a>. Starting with focused initiatives makes implementation more manageable and provides an opportunity to learn what resonates before expanding the program.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"4-get-leadership-involved\">4. Get Leadership Involved<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Visible leadership support helps position women\u2019s health as a workplace priority rather than an isolated HR initiative. Leaders can promote educational events, reinforce supportive policies, encourage participation, and communicate why women\u2019s health matters to the organization.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"5-measure-and-adjust\">5. Measure and Adjust<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Track metrics that reflect participation and longer-term impact, such as program engagement, relevant benefit utilization, retention among women employees, and anonymous survey feedback. Compare results over time, identify areas that need improvement, and use employee feedback to guide future programming.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A gradual approach allows organizations to build support based on real workforce needs, learn from early efforts, and strengthen the program over time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"turn-womens-health-support-into-action\">Turn Women\u2019s Health Support into Action<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"853\" src=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1024x853.jpg\" alt=\"A cartoon illustration of three confident young women standing together in professional attire, surrounded by icons representing growth, goals, communication, and analytics.\" class=\"wp-image-35816\" style=\"aspect-ratio:1.2004823366531197;width:412px;height:auto\" srcset=\"https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1024x853.jpg 1024w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-300x250.jpg 300w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-768x640.jpg 768w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-1536x1280.jpg 1536w, https:\/\/www.wellable.co\/blog\/wp-content\/uploads\/2026\/10\/Early-Career-20s-to-Early-30s-2048x1707.jpg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Women\u2019s health needs can change significantly throughout a career, from menstrual and reproductive health to menopause, heart health, bone health, and chronic condition management. Workplace support should evolve alongside those needs, giving employees access to relevant resources without making assumptions about individual experiences. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Meaningful support does not always require major investments or new benefits. Consistent practices such as flexibility, health education, an open workplace culture, and inclusive wellness programming can help remove barriers and create a healthier employee experience. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organizations ready to strengthen their approach can use <a href=\"https:\/\/www.wellable.co\/resources\/tool\/employee-wellness-program-builder\" target=\"_blank\" rel=\"noreferrer noopener\">Wellable\u2019s Wellness Program Builder<\/a> to explore programming that aligns with their workforce.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" class=\"wp-block-heading\" id=\"frequently-asked-questions\">Frequently Asked Questions<\/h2>\n\n\n\n <section class=\"faq-section\">\n <div class=\"faq-accordion\">\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_1\"\n            type=\"button\"\n          >\n What is women\u2019s health at work? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_1\" class=\"faq-answer\">\n <p>Women\u2019s health at work refers to the policies, benefits, workplace culture, and wellness programs that address health needs affecting women differently or more often than men. This includes reproductive health, mental health, heart health, menopause, caregiving, and other needs across life stages.<\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_2\"\n            type=\"button\"\n          >\n How can employers support women\u2019s health in the workplace? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_2\" class=\"faq-answer\">\n <p><span data-contrast=\"auto\">Employers can support women\u2019s health by:<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/p>\n<ul>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"8\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Offering flexible work arrangements and leave<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"8\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Clearly communicating available health benefits<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"8\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Providing time for preventive care and screenings<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"8\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Supporting employees with caregiving responsibilities<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"8\" data-list-defn-props=\"{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;\uf0b7&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}\" data-aria-posinset=\"1\" data-aria-level=\"1\"><span data-contrast=\"auto\">Building an open, inclusive culture around women\u2019s health<\/span><span data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/li>\n<\/ul>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_3\"\n            type=\"button\"\n          >\n How does menopause affect women at work? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_3\" class=\"faq-answer\">\n <p><span class=\"TextRun SCXW59679646 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW59679646 BCX0\">Menopause symptoms such as hot flashes, sleep disruption, fatigue, and brain fog can affect comfort, concentration, and productivity at work. Workplace support can help employees manage symptoms without stepping back from their careers or advancement opportunities.<\/span><\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_4\"\n            type=\"button\"\n          >\n What\u2019s the difference between perimenopause and menopause? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_4\" class=\"faq-answer\">\n <p><span class=\"TextRun SCXW138141813 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW138141813 BCX0\">Perimenopause is the transition leading up to <\/span><span class=\"NormalTextRun SCXW138141813 BCX0\">menopause, when<\/span><span class=\"NormalTextRun SCXW138141813 BCX0\"> hormone levels and menstrual cycles begin to change. Menopause occurs after 12 consecutive months without a menstrual period.<\/span><\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_5\"\n            type=\"button\"\n          >\n What are menopause-friendly workplace policies? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_5\" class=\"faq-answer\">\n <p><span class=\"NormalTextRun SCXW142798422 BCX0\">Menopause-friendly workplace policies can include flexible schedules, temperature adjustments, manager education, clear communication about relevant health benefits, and access to peer support. These practices can help employees manage symptoms while <\/span><span class=\"NormalTextRun SCXW142798422 BCX0\">maintaining<\/span><span class=\"NormalTextRun SCXW142798422 BCX0\"> privacy and autonomy.<\/span><\/p>\n <\/div>\n <\/div>\n\n \n <div class=\"faq-item card card-faq\">\n <button \n            class=\"faq-question\" \n            data-target=\"faq_6\"\n            type=\"button\"\n          >\n How can small businesses support women\u2019s health on a budget? <span class=\"icon\"><\/span>\n <\/button>\n\n <div id=\"faq_6\" class=\"faq-answer\">\n <p><span class=\"TextRun SCXW162316384 BCX0\" lang=\"EN-US\" xml:lang=\"EN-US\" data-contrast=\"auto\"><span class=\"NormalTextRun SCXW162316384 BCX0\">Small businesses can start with low-cost measures such as flexible scheduling, educational sessions, period products, wellness challenges, and clearer communication about existing benefits. <\/span><span class=\"NormalTextRun SCXW162316384 BCX0\">Consistent workplace practices can strengthen support without requiring extensive new benefits or programs.<\/span><\/span><span class=\"EOP SCXW162316384 BCX0\" data-ccp-props=\"{&quot;335551550&quot;:6,&quot;335551620&quot;:6,&quot;335559739&quot;:60,&quot;469777462&quot;:[1008],&quot;469777927&quot;:[0],&quot;469777928&quot;:[1]}\"> <\/span><\/p>\n <\/div>\n <\/div>\n\n \n <\/div>\n <\/section>\n\n \n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Women make up nearly half the workforce. Learn how employers can support women&#8217;s health at work, from reproductive health to perimenopause and menopause.<\/p>\n","protected":false},"author":1,"featured_media":35793,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[12],"tags":[],"class_list":["post-35792","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-holistic-workplace-wellness"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.6 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Women&#8217;s Health at Work: How Employers Can Support Every Life Stage (Including Menopause) | Wellable<\/title>\n<meta name=\"description\" content=\"Women make up nearly half the workforce. 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