Canadian employers face rising productivity and wage losses, with 500,000 workdays and $3.3 billion lost each year due to unmanaged menopause symptoms
This article is produced in partnership with Greenshield
Canada’s workforce includes more than 2 million women aged 45-55, and still menopause, a natural life transition, remains a workplace taboo — one that takes a heavy toll on employees and businesses alike.
According to GreenShield’s 2025 Women’s Mental Health Report, produced in partnership with Mental Health Research Canada, more than 50 percent of women feel unprepared for menopause, and nearly 60 percent are unaware that symptoms like anxiety, depression, and memory issues are directly tied to this transition.
These symptoms often strike just as women are reaching the pinnacle of their careers, and this lack of awareness leaves many women blindsided by changes to their mental health and their ability to perform at work, often suffering in silence. The impact manifests not only in women’s overall well-being but also in lost productivity and career opportunities.
Employers, meanwhile, are waking up to the business impact of ignoring menopause. The Menopause Foundation of Canada reports that unmanaged symptoms cost Canadian workplaces half a million days of productivity per year, while women lose $3.3 billion in income annually.
Supporting employees through this life transition not only reinforces an inclusive culture, but it can improve engagement and retention among a highly valuable subset of the workforce.
“Ignoring this topic risks losing a generation of women leaders,” says Lucy Turowicz, Senior Vice President, Product and Data at GreenShield, Canada’s only national non-profit health care and insurance organization. Here are five meaningful ways employers can help their employees thrive during menopause.
1. Normalize the conversation
Workplaces can begin by making menopause part of their health and wellness dialogue. Open conversations between managers and employees can create psychological safety for women whose symptoms have been misunderstood or dismissed in the past.
“Normalizing the conversation is key,” says Shana Prinsloo, a registered psychologist and GreenShield’s Director, Clinical Services. “When employees see senior leaders speaking openly about menopause, it signals that it’s okay to seek help and stay engaged.”
Creating educational sessions or integrating hormonal health awareness into leadership training can help employers equip managers with the appropriate language to support their employees.
2. Appoint workplace champions — including men
Designating menopause champions ensures information stays visible and accessible, and it starts at the top. Advocates can help connect colleagues with resources and offer role-model empathy at work.
“When leaders and colleagues — including men — engage in the conversation appropriately, they help shift workplace culture from stigma to understanding,” says Turowicz.
3. Provide access to GreenShield’s Personalized Hormonal Health Program
Practical support can be a powerful retention tool. Programs like GreenShield’s nurse-led Personalized Hormonal Health program offer confidential access to symptom assessment, hormonal testing, and evidence-based treatment options.
Everyone experiences menopause differently, says Turowicz, which is why GreenShield integrated a wide range of supports into the program including nutrition guidance, therapy, and home-delivered treatments where appropriate. These services are all integrated within GreenShield+ – a cutting-edge health care and insurance ecosystem that offers unprecedented levels of integration between health services – including telemedicine, pharmacy, chronic disease management and mental health services – and benefits plans.
Offering access to tailored programs like these benefits businesses, too, Prinsloo says: “Providing structured, clinically guided support allows employees to manage symptoms and remain productive.”
4. Build Flexibility Into Scheduling
Sleep disturbances and fatigue are common, well-known menopause symptoms, Prinsloo said. Flexible hours, hybrid work options, and occasional wellness days makes it possible for employees to manage their symptoms without impacting their long-term performance.
Employers don’t need to reinvent the wheel. Reviews of existing accommodation, absence, and work-from-home policies can take a menopause-first approach to support employee’s needs.
5. Encourage Peer-to-Peer Support
Peer groups, whether in-person or online, offer employees the opportunity to share experiences and coping strategies. Platforms like moderated forums or internal chat channels reduce feelings of isolation, empowering women to support each other.
What’s key is making support easy to find, Turowicz said — from emails to verbal reminders in team meetings to messaging on an individual’s benefits page.
“Employees should never have to ask where to find support. It should be visible everywhere,” Turowicz said.
Menopause-friendly workplaces benefit everyone. When women feel supported, they are more likely to stay engaged and perform at their best, which means healthier employees, a more equitable workplace culture, and a stronger bottom line.
