Menopause, Careers, and the Case for Better Support
By: Jaime Di Donato, Manager, Health Benefit Solutions, Medavie Blue Cross
Editor’s Note: This article originally appeared in Health Insight
Menopause, Careers, and the Case for Better Support
By: Jaime Di Donato, Manager, Health Benefit Solutions, Medavie Blue Cross
Editor’s Note: This article originally appeared in Health Insight
Menopause affects millions of Canadian women, and the workplace is no exception. Addressing its impact is critical to health equity and business success.
One in ten Canadian women leaves the workforce annually due to menopause symptoms, a loss estimated to cost the economy $3.5 billion each year. Yet, until recently, menopause was rarely discussed openly in workplaces or public health forums.
Understanding menopause and its Impacts
Menopause is a natural life stage, often misunderstood or overlooked. As early as your thirties, perimenopausal symptoms can begin to affect your energy, focus, and daily routines. The good news is that this transition is receiving more focus, resulting in new and emerging resources to help.
While hot flashes and night sweats are well known, research identifies more than 40 potential symptoms, including brain fog, anxiety, heart palpitations, and sleep disorders. For some, these challenges are temporary; for others, they are chronic and long-lasting. Without effective support, workplaces risk losing valuable employees during the peak of their careers.
The overlooked workplace challenge
At Medavie Blue Cross, we believe that investing in women’s health is not only the right thing to do, but also a strategic imperative for building healthier, more productive workplaces.
Our recent study on women’s health revealed a stark reality: three in four women say menopause affects their daily lives and ability to function. And more than half report that these experiences have significantly impacted their mental health.
Despite this, menopause and other gender-related health issues remain taboo topics in many workplaces. Over half of women say they’re uncomfortable discussing menopause with their employer, and only 24% report having access to a health and wellness program through their benefits plan. These gaps in support are not just health issues – they’re equity issues.
Why employers should care
The personal toll of menopause symptoms translates into significant economic consequences. Lost productivity, reduced hours, and resignations contribute to billions in avoidable costs. Beyond economics, employers who fail to provide support risk losing experienced talent during critical career stages.
On the other hand, organizations that take menopause seriously often see benefits beyond retention. Studies consistently show that gender-inclusive workplaces outperform their peers financially, with one report from McKinsey & Company suggesting Canada could add $150 billion to GDP by advancing gender equity.
Solutions for employers
Employers have an opportunity to help bridge the gap. Steps include:
- Normalizing conversations: Hosting town halls, expert speakers, and internal communications.
- Enhancing benefi ts coverage: Access to health coaching, virtual care, and coverage for therapy and medications.
- Adapting workplace environments: Flexible schedules, quiet spaces, temperature control, hydration stations.
- Connecting to trusted resources: National organizations such as the Menopause Foundation of Canada provide tools for employees and training for health professionals.
Solutions for employers
Employers have an opportunity to help bridge the gap. Steps include:
- Normalizing conversations: Hosting town halls, expert speakers, and internal communications.
- Enhancing benefi ts coverage: Access to health coaching, virtual care, and coverage for therapy and medications.
- Adapting workplace environments: Flexible schedules, quiet spaces, temperature control, hydration stations.
- Connecting to trusted resources: National organizations such as the Menopause Foundation of Canada provide tools for employees and training for health professionals.
At Medavie Blue Cross, our mission is to improve the wellbeing of Canadians. Central to that mission is ensuring access to care that reflects the diverse health needs of people across all gender identities, cultural backgrounds, and sexual orientations. Our Women’s Health Solutions are designed to meet women where they are, offering personalized, accessible care across every stage of life.
Our partnership with sanoLiving provides sanoMidLife to our members—a platform that supports women throughout their menopause journey. Our Connected Care platform provides digital access to health coaching and clinician support and other live therapy options, while our 360 TotalCare program supports chronic disease management with a focus on heart health and lifestyle coaching.
Toward a healthier, more inclusive future
The conversation about menopause is finally moving into the open. Governments, health organizations, and forward-thinking employers are beginning to recognize it as a public health and workplace priority. By supporting women during this life stage, organizations not only foster healthier, more inclusive environments—they also safeguard productivity, talent retention, and long-term growth.
Learn how your organization can better support employees through menopause.
Posted by Medavie Blue Cross on October 17, 2025
Medavie Blue Cross is a premier all-in-one carrier that provides health, dental, travel, life and disability benefits and administers federal and provincial government-sponsored health programs. Together with Medavie Health Services, we are part of Medavie, a health solutions partner committed to improving the wellbeing of Canadians. We are in the...