10/24/2024 | News release | Distributed by Public on 10/24/2024 09:42
Women or people with ovaries may be familiar with the hormonal transition known as menopause, but our healthcare system is still catching up. Most physicians aren't trained to manage menopause and there has yet to be mass adoption of menopause benefits in the workplace, even though approximately half of the workforce is comprised of women1. This scarcity of provider and employer support can leave those in this life phase feeling unseen and unprepared.
It's important to start having more conversations around menopause if we wish to address its common misconceptions and barriers to care. Talking with your HR team can be a great first step towards breaking the stigma and getting the care and support you, and your colleagues, need during this phase of life.
If you or someone you know is experiencing (peri)menopause symptoms, you understand the physical and emotional toll it can take. However, this life transition doesn't have to be overwhelming-comprehensive menopause benefits can offer life-changing support to the 20% of the workforce currently navigating some phase of menopause1.
While it can feel intimidating to initiate these conversations with your HR/benefits team, the following tips can help build your confidence and make a strong case for change.
You'll want to go into your meeting prepared with background information about your company. Here are a few tidbits of info to know before you go:
Use these facts and figures to better explain the importance of having menopause support in the workplace.
Now that you've gathered the facts and started a case, let's put your hard work into action. Request a conversation with your HR/benefits team with a strong email that's hard to ignore.
A few pointers below.
There's no time like the present to bring menopause benefits to your company. The number of employers offering menopause benefits continues to increase, with 18% planning to offer such benefits in 2025.6 We believe everyone should have the support they need throughout all of life's stages.
Stay patient, be persistent, and feel free to check in with your HR/benefit rep as often as it makes sense for you to remind them what you're asking. It may seem like a lot of work, but imagine how amazing you'll feel once your employer signs on for menopause benefits, all thanks to your advocating for change. Think about all the current and future employees you're helping!
Need even more resources? Check out Progyny.com for additional tips and tricks, as well as educational tools for those currently in (peri)menopause. You can also follow Progyny on our social media channels to meet others on their menopause journeys and find further resources.
You got this and we got you! You can find an email template to kick-start the menopause conversation with your HR/Benefits team here:
Remember that starting the conversation is the hardest part, but once you have successfully help implement a comprehensive menopause benefit into your organization, we promise all the effort will be well worth it.
1Letstalkmenopause.org, as of April 2023
2 Incremental direct and indirect costs of untreated vasomotor symptoms, The Journal of The Menopause Society
3 Impact of Menopause on Work, Newson Health Menopause Society
4Biote Women in the Workplace Survey
5 Menopause Management Knowledge in Postgraduate Family Medicine, Internal Medicine, and Obstetrics and Gynecology Residents
6Mercer Survey on Health & Benefit Strategies for 2025