Menopause is a natural phase of life, yet it is often overlooked in corporate policies despite its significant impact on productivity, retention, and the well-being of female employees. Thanks to increasing awareness, some companies are beginning to implement innovative policies, turning a previously ignored issue into an opportunity to foster inclusion, sustainability, and even improved business outcomes.

The Impact of Menopause on Work: Understanding the Scope

Symptoms of menopause, such as insomnia, hot flashes, anxiety, and difficulty concentrating, can be debilitating. According to an article in Bloomberg, the costs associated with menopause—including healthcare expenses, absenteeism, and reduced productivity—can reach $150 billion annually worldwide.

In Italy, 66% of women report that menopause negatively affects their work, and many consider reducing their working hours or leaving their jobs altogether. A UK study found that 23% of female employees aged 40 to 60 consider resigning due to menopause. For women at the peak of their careers, these choices have significant economic and social implications, both individually and for companies and families.

Success Stories - IKEA (Ingka Group)

There are numerous examples of best practices showing that openly addressing menopause can benefit both employees and organizations. One such example is Ingka Group (IKEA), which introduced global guidelines promoting open dialogue and manager training to support employees approaching or experiencing menopause. They implemented practical solutions such as flexible breaks, personal fans, and remote work options.

Every company, like every woman experiencing menopause, has unique characteristics and needs, which must be taken into account when developing inclusive policies. To be effective and sustainable over time, these policies must be tailored, starting with a thorough assessment conducted in collaboration with various corporate departments and stakeholders.

Only through a customized and participatory approach is it possible to create an inclusive work environment that values employee well-being while simultaneously enhancing productivity, engagement, and corporate reputation.

Steps Companies Can Take:

1. Awareness and Destigmatization:
   • Educate managers, women, and colleagues through training programs.
   • Normalize conversations about menopause to break the taboo and foster an inclusive culture.
2. Corporate Policies and Adjustments:
   • Offer greater flexibility in working hours and remote work options.
   • Adapt physical environments with cooler workstations and rest areas.
3. Wellness Benefits:
   • Provide access to medical and psychological consultations.
   • Include menopause support programs in employee benefits packages.

Adopting menopause-oriented workplace policies is not just about equity—it’s smart business strategy. According to Forbes, companies that address menopause improve productivity, retain experienced talent, and reduce turnover costs.

As demonstrated by Ingka Group, investing in these policies not only enhances employee well-being but also strengthens corporate reputation. It’s time for more Italian organizations to follow these examples, transforming menopause into an opportunity for growth for all.

Discover here how your company can become more inclusive.

Sources:

• The New York Times: “What Could a Menopause-Friendly Workplace Look Like?”
• Forbes: “Menopause In The Workplace Is Finally Getting The Attention It Deserves.”

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