Unmanaged menopause symptoms cost the Canadian economy an estimated $3.5 billion each year through missed workdays, reduced productivity, and lost income during women’s peak earning years, according to a Menopause Foundation of Canada report.
With women over 40 making up one quarter of Canada’s workforce, major employers including Sun Life, IKEA Canada, PwC Canada, and BMO are implementing menopause-inclusive workplace policies. The Menopause Foundation of Canada shared insights from these companies at a recent best practices event held ahead of World Menopause Day on Oct. 18.
Simple changes deliver results
The foundation says practical workplace accommodations can support employees at little or no additional cost. Janet Ko, president and co-founder of the Menopause Foundation of Canada, said simple steps can help women thrive while boosting organizational success.
“We’ve never had so many women in midlife playing such a vital role in the economy,” said Ko. “The good news is it’s not a heavy lift to make a big difference: simple, practical steps can help women thrive while boosting organizational success.”
What leading employers are doing
Sun Life has developed toolkits and reports for Canadian employers and sponsors the foundation’s work in this area. Marie-Chantal Côté, senior vice-president of Sun Life Health, said the company supports its own employees while working to ensure all Canadian employers have needed resources.
PwC Canada launched a comprehensive menopause strategy with executive sponsorship. The firm created a resource hub, monthly menopause talking circles, and manager guidance to foster open conversations.
“Many women have shared that simply opening the conversation made them feel seen and less alone,” said Lisa Rosen, director of total rewards at PwC Canada.
IKEA Canada introduced menopause guidelines and practical guides for employees and managers across all locations. Tanja Fratangeli, head of people and culture at IKEA Canada, said the company aims to support workers through all life stages.
BMO created its first women’s health strategy in 2022, including Menopause Unfiltered sessions. Sarika Gundu, head of Canadian benefits and enterprise recognition at BMO, said low-cost initiatives can have real impact.
“Some organizations may worry they don’t have the resources to address menopause-related issues, but we have found that there are low-cost high-value initiatives that can have a real impact in supporting employees,” said Gundu.
Five workplace strategies
The foundation recommends five steps for employers:
Education and awareness: Closes knowledge gaps and removes stigma, giving employees and managers confidence to discuss menopause at work.
Leadership buy-in: Executive sponsorship ensures fast implementation and signals the company values women in their prime working years.
Policy review: Examining existing benefits through a menopause-inclusive lens can deliver improvements at little or no extra cost.
Flexibility: Accommodations such as schedule flexibility, more frequent bathroom breaks, or access to AI tools can improve employee wellbeing and performance.
Tools and guidance: Formal resources like guidelines, playbooks, and manager toolkits help embed change across the organization.
About the campaign
The Menopause Works Here campaign launched in 2023 and earned a Breakout Program Award from Catalyst in 2025. The free campaign provides employers with resources including a five-step playbook and manager’s guide.
The Menopause Foundation of Canada is a national non-profit advocacy organization working to eliminate social stigma associated with menopause, close knowledge gaps, improve access to care, and create menopause-inclusive workplaces.
