Sandra Heller has spent a quarter century in the pharmaceutical industry, but it wasn’t until she joined Astellas Canada as general manager that she found herself championing a cause that hits close to home: supporting women through menopause in the workplace.
As a mother of three daughters and a woman navigating this life stage herself, Heller is determined to break down barriers that have long made menopause a taboo subject in Canadian workplaces.
“I want this to be an area where we’re really looking at having removed the stigma for our future generations,” said Heller in an interview with HR News Canada. “Menopause is one of these health conditions that can really be as disruptive to one’s work and one’s career as a number of other serious health conditions.”
A hidden workplace crisis
The impact is more severe than many employers might realize. Heller points to a compelling statistic: “One in four women that are going through menopause are experiencing severely debilitating symptoms. I think that some people just don’t actually have an awareness that that is the number that you’re looking at.”
At Markham, Ont.-based Astellas Canada, the demographics tell the story of why this matters for business. Sixty-four per cent of employees are women, and 61 per cent of those are over 45 — meaning a significant portion of the workforce will experience menopause during their tenure.
“These women will be going through this very natural stage of life, and more and more women are going to be going into that growing segment of the population,” Heller said. “It’s really important that we are creating an environment where people are not feeling as though their careers are going to need to be limited by a health condition.”
The business case for change
The financial implications are massive. Heller said unmanaged menopause symptoms cost Canadian businesses more than $3.5 billion annually in lost productivity and talent retention.
“Retaining our talent is one of the key issues that we’re all facing,” she said. “It’s really important that we have a number of women that are in these stages of life that don’t feel as though they have to make a choice and stop with their career path.”
The women affected aren’t junior employees — they’re experienced professionals with institutional knowledge and leadership skills that companies can’t afford to lose.
Simple solutions, significant impact
The accommodations needed aren’t complex or costly. Based on employee feedback, Heller’s team identified practical workplace adjustments that can make a meaningful difference.
“Sometimes it’s as simple as being able to be in an office environment where perhaps you are going to be closer to the air conditioning,” she said. “Sometimes it’s about the flexibility of being able to look at whether or not in office five days a week is what’s required.”
Other accommodations include providing fans for hot flashes, adjusting work hours to accommodate sleep disruption, and ensuring managers are trained to have supportive conversations.
The company offers an Employee Assistance Program and has created educational resources for employees and their families, drawing heavily on materials from the Menopause Foundation of Canada.
Persistent workplace stigma
Despite the business case, progress remains slow. Research conducted ahead of World Menopause & Work Day on Sept. 7 reveals the depth of the challenge facing Canadian workplaces.
A 2025 Angus Reid poll sponsored by Astellas found that 78 per cent of Canadian women aged 45 and older say menopause remains a taboo workplace topic, while 85 per cent believe it isn’t taken seriously by employers. Nearly half — 45 per cent — report they don’t have workplace support for how menopause affects their work life.
The broader Menopause Experience & Attitudes Study, examining perceptions across multiple countries including Canada, found that 57 per cent of Canadians consider menopause a taboo topic. Despite 89 per cent agreeing it’s a natural life stage, only 23 per cent think menopause is portrayed positively in society.
Overcoming management skepticism
Heller acknowledges that some managers remain skeptical about addressing menopause in the workplace. Her response focuses on education rather than confrontation.
“The number one thing that you have to do there is continue with the education,” she said.
She also pointed out that the current workforce is different from that of previous generations. Women are maintaining careers longer, meaning menopause affects the workplace more than ever before.
Leadership from the top
Creating change requires commitment from senior leadership, she said. “I believe that it starts honestly from the top. So I do believe that it’s owned by the C-suite.”
Through executive influence, companies can ensure HR departments and frontline managers receive proper training and resources to support affected employees.
Astellas Canada has formalized this commitment through a menopause-friendly workplace pledge — a promise to grow awareness, take action to support employees, and provide ongoing education.
“Business leaders across Canada really have a responsibility to create a menopause inclusive workplace, period,” Heller said. “It is an important role that we as business leaders should be participating in.”
Steps forward, strides ahead
While Heller sees progress in workplace conversations about menopause, she’s realistic about the pace of change.
“I would say it’s becoming more common, it’s probably becoming a little bit easier, and yes, I think that we’re taking some great steps forward,” she said. “We’re not taking great strides yet, but definitely some steps forward.”
Her hope is that other business leaders will recognize the importance of menopause-inclusive workplaces, leading to measurable improvements in employee support and workplace culture.
As World Menopause & Work Day approaches, Heller’s message to business leaders is straightforward: supporting women through menopause isn’t just the right thing to do — it’s essential for business success.
For organizations looking for information and resources, she pointed to the Menopause Foundation of Canada as a great place to start.
Some common menopause symptoms
According to the Menopause Foundation of Canada, there are more than 30 symptoms associated with perimenopause and menopause. That includes:
- Hot flashes
- Heart palpitations
- Headaches
- Body aches
- Lack of energy
- Depression
- Muscle and joint aches and pains
- Insomnia
- Flushing and night sweats
- Vaginal dryness
- Bladder control issues
- Sexual problems
