We’re in a pivotal moment for workplace equity. Women in midlife are often leading teams, mentoring talent, and driving impact—all while silently navigating the complex symptoms of perimenopause and menopause. At Maturn, we believe this season shouldn’t be a career crisis. It should be a moment of opportunity.
That’s why we created The Shift: a three-month leadership program supporting women at work through perimenopause and menopause. And we’re inviting organizations to step up.
Here are five practical, evidence-informed ways to make your workplace more menopause-friendly—and why it matters more than ever.
- Normalize the Conversation
Silence is one of the biggest barriers women face during this phase. According to Maturn’s Pulse Survey, 53% of respondents said stigma or a lack of understanding impacted their workplace experience. Only 11% felt comfortable disclosing symptoms to their employer.Start with awareness: internal newsletters, manager training, or even panel discussions. When menopause is part of the DEI and wellness conversation, it sends a powerful message: we see you, and we support you.
- Train Managers to Lead with Compassion
Most managers haven’t been taught how to support a team member navigating brain fog, sleep loss, or emotional swings. And yet, those are common symptoms of perimenopause.Manager training—focused on empathy, flexible support plans, and the right language—can make all the difference in retention, morale, and engagement.
- Offer Flexible Work Options
Symptoms fluctuate.A rigid 9–5 doesn’t.Flexible hours, remote work, and wellness breaks give employees the ability to adapt their schedules without fear or stigma. One woman in our survey said: “The stress + perimenopause combo was overwhelming. Being able to work from home some days saved my career.”
- Expand Health Benefits to Include Menopause Support
Most benefit packages don’t include hormone therapy, naturopathic care, or menopause-specific mental health support. It’s time to change that.Organizations can offer:
- Hormone replacement therapy coverage
- Access to menopause-literate doctors
- Lifestyle and coaching programs like The Shift by Maturn
- Create Safe Peer Networks
Connection is a protective factor. It eases isolation, builds belonging, and improves psychological safety.Encourage or sponsor peer groups, employee resource groups (ERGs), or informal coffee chats where women can connect, share, and support each other.
Why This Matters
Perimenopause and menopause are not illnesses—they’re natural life phases. But without support, they become career crises.
- 71% of women say symptoms moderately or significantly impact their work
- 33% have considered reducing or leaving their role entirely
- The Canadian economy loses an estimated $3.5 billion annually in productivity due to unmanaged symptoms
It doesn’t have to be this way.
Forward-thinking companies are stepping up. They’re retaining top talent, increasing loyalty, and becoming employers of choice by meeting women where they are.
Join them. If you’re ready to explore what menopause support could look like at your company, contact us or join the waitlist for The Shift.
Let’s turn this transition into a leadership moment.
