Canadian employers are being urged to address the impact of menopause in the workplace, as a new report highlights significant productivity losses and income reductions for women experiencing menopause. According to the Menopause Foundation of Canada (MFC), unmanaged menopause symptoms account for approximately 540,000 lost workdays each year, translating to $237 million in lost productivity.
Women also face a staggering $3.3 billion in lost income annually, either through reduced hours, lower pay, or exiting the workforce altogether.
The findings are part of MFC’s Menopause and Work in Canada report, which includes an economic analysis conducted by Deloitte Canada. The report coincides with the launch of World Menopause Month and is a call to action for employers to support the growing number of working women navigating menopause.
Starting the conversation
MFC president and co-founder Janet Ko emphasized the need for employers to start addressing the issue.
“We’re pleased to see major Canadian employers stepping up, proving that support doesn’t have to be complicated to be meaningful. It begins with simply starting the conversation,” said Ko.
Menopause typically affects women between the ages of 45 and 55, a demographic that makes up two million workers in Canada. This group is projected to grow by nearly one-third by 2040, according to MFC. Despite the prevalence of menopause, 87 per cent of women surveyed in the workplace report said they receive little to no support from their employers during this stage of life.
Dr. Michelle Jacobson, an assistant professor at the University of Toronto and a menopause specialist, stressed the importance of closing the knowledge gap.
“Menopause is a certainty for all women, yet many struggle in silence due to a lack of understanding and support, both in healthcare and in the workplace,” said Jacobson. “Closing the menopause knowledge gap at work is critical to ensuring women receive the care they need.”
Leading companies
The report highlights examples of companies leading the way in supporting menopausal employees. Sun Life, Arthritis Society Canada, PwC Canada, BMO, and L’Oréal Canada have all implemented various initiatives, such as well-being sessions, policy adjustments, and benefits reviews to accommodate menopause-related needs.
“This work is helping to dismantle the institutional bias that still exist within workplaces, preventing many women from reaching their full career potential,” said Helena Pagano, EVP, chief people and culture officer at Sun Life. “Longer term we believe this will be key to Sun Life’s competitive advantage and that it will contribute to healthier societies in which we operate.”
Sonia Boisvert, partner and chief people officer at PwC Canada, noted the need for flexibility in the workplace.
“At any time, it is likely that over 15 per cent of our female workforce are experiencing the menopause transition. We need to foster a culture of empathy, respect, and flexibility that ensures we support women as they navigate this phase while empowering them to continue to contribute to their full potential,” she said.
The MFC is encouraging more organizations to join its Menopause Works Here campaign, offering free tools and resources, including a Menopause Inclusive Workplace Playbook to guide employers in creating supportive environments for menopausal women.
For more information, see https://menopausefoundationcanada.ca/menopause-and-work-in-canada-report/
