Why menopause benefits are the next step in supporting reproductive health

Fertility benefits and family-building programs have become table stakes for employers looking to support their workforce, but an increasing number of providers and employees are working to offer care during the next stage of reproductive health: menopause. 

Nine out of 10 working women said menopause affects their work performance, according to a survey by AARP, which estimates that companies lose $150 billion a year in lost productivity as a result. Yet, 99% of women in the U.S. don’t have access to an employer-sponsored menopause care benefit. 

“This is an area that nobody has really focused on, and there isn't much out there available for employees,” says Maya Bodinger, vice president of business development at P.volve. “The menopause transition can be anywhere from four years to 12. This is not just a year or two like how we traditionally think about reproductive health.” 

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Like any biological change, menopause comes with its own slew of symptoms, the most common being brain fog, cognitive impairment, fatigue and mood swings. Twelve percent of working women said their menopause symptoms were debilitating, according to data from market research company Frost & Sullivan. 

“From a workplace standpoint, it can be over a decade of an employee’s time within the workforce,” Bodinger says. “So it's really important to make sure that people have the tools that they need to stay productive.” 

For employers who already partner with P.volve to provide health and wellness benefits and fitness classes to their employees, Moving with Menopause will be automatically made available to its female and trans employee base. The program, which is a digital resource, addresses and educates employees on ways to avoid muscle mass loss due to aging and hormonal changes, increasing bone density and heart health as well as improving pelvic floor and sexual health. 

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“Ten years ago there was a movement for fertility benefits for women in their reproductive age,” says Bodinger. “But many working women are past that age and also dealing with issues and that they currently don't have anything to support these women.” 

Educating their employees is just half the battle, according to Antonietta Vicario, head of menopause programs and vice president of talent and training at P.volve. Employers must also understand how menopause may impact their workforce, and be prepared and open to having discussions around the subject.

“Menopause has been a taboo topic but it’s changing,” she says. “The more people understand what's happening in their bodies, the more empowered they'll feel and that will show up in the workplace. They'll understand what it is they're feeling and receive the tools and strategies [to deal with] whatever it is that they're experiencing.”