Supporting Women Through Perimenopause with Inclusive Benefits

Millennials increasingly expect employers to provide inclusive benefits that address perimenopause.

Perimenopause is arguably one of the most misunderstood and least acknowledged health issues facing women. ^[1] Yet its effects can have a significant impact on women’s lives and careers. It is particularly important that employers recognise the impact on millennials. This generation led the drive for flexible inclusive benefits at work and is increasingly aware of perimenopause. ^[2] Smart employers will seek to understand millennials’ expectations on support through perimenopause. Addressing this missing link in benefits strategy is now a business imperative.

What is Perimenopause and How Does it Differ from Menopause?

Perimenopause is the transitional stage before menopause. Although perimenopause and menopause are part of the same overall life transition, they cause different symptoms and require different approaches.

Perimenopause, which can last for years, usually starts in a woman’s forties. However, it can begin even earlier, affecting large numbers of the millennial generation. New research suggests that more than half of women in their early to mid-thirties are experiencing early perimenopause symptoms – and some of these symptoms are moderate to severe.^[3] Depending on symptom severity, this can put an enormous strain on relationships, women’s confidence, their ability to do their jobs effectively and, quite simply, the full enjoyment of their lives.

However, menopause – and, by implication, perimenopause – remains a taboo topic and is a life stage that’s been overlooked and under-addressed by employers. Research by Carrot Fertility, for example, found that 79% of women who took time off work for reasons related to menopause symptoms concealed the real cause for taking time off at least some of the time. Of those women, 72% reported feeling self-conscious or uncomfortable when experiencing menopause symptoms at work.^[4]

Encouragingly, awareness of menopause and perimenopause is growing among millennials, and they are less likely than their older colleagues to suffer in silence. Consequently, many employees – millennials specifically – now expect employers to offer coverage for menopause treatment.

Why Does Perimenopause Matter to Millennial Women and Employers?

Millennials – those born between 1981 and 1996 - are an indispensable part of the workforce around the world. As many women in this generation enter their mid-thirties to early forties, a growing number are beginning to experience symptoms of perimenopause.  

Millennials, together with Gen Z, are projected to make up 74% of the global workforce by 2030^[5]. This generation’s approach to well-being at work may change how employers view support around perimenopause and menopause. A 2025 survey by Georgetown University found that compared to earlier generations, Millennials expect more supportive, inclusive cultures at work, with an emphasis on overall wellness rather than traditional health care. ^[6]

Any consideration of overall wellness in the workplace must take into account factors such as mental health, stress, physical well-being, and hormonal health including life stages such as family-building and perimenopause.

Perimenopause symptoms can have a significant effect on female employees. During perimenopause, hormone levels rise and fall. These fluctuating hormone levels can lead to symptoms including joint pain, disturbances to sleep, mood changes like anxiety and depression, and cognitive changes including brain fog and fatigue. ^[7]

Clearly, it is a business imperative for employers to look after the health and well-being of women at work. That necessity is underscored by data showing that 23% of working women have considered leaving their jobs due to hormonal health problems, and 14% are actively planning to hand in their notice. ^[8]

Around the world, a growing number of companies are recognising the importance of supporting employees through menopause by introducing inclusive benefits and workplace policies tailored to this life stage. Standard Chartered in Singapore expanded its medical coverage in 2023 to include treatment for menopause-related symptoms. It also offers menopause toolkits, counselling support and organises talks for staff. ^[9] Many companies in India are also addressing the issue. HSBC India, IBM, Standard Chartered Bank, NatWest Group, and Intuit are launching initiatives such as enhancing medical coverage, and provide mental health support, flexible work policies, and awareness campaigns.^[10]

What Can Employers Do to Support Staff Through Perimenopause?

 Employers should adopt a multi-pronged approach to help their female staff meet the challenges of perimenopause. Actions can include:

• Establishing an audit of current benefits can identify gaps in women’s health care support.
• Integrating support through well-being strategies and wider talent-retention tools.
• Recognising perimenopause and menopause as crucial life stages that impact employee engagement, job satisfaction and retention.
• Fostering a culture of openness and support can overcome the stigma attached to menopause and perimenopause.
• Finally, employers should prioritise inclusive health benefits focused on whole-person health by adopting comprehensive and flexible strategies that support employees and ensure every employee’s unique health needs (physical, mental and social) are met.

Workplace support overall, however, remains low even though it’s clear employees value health insurance. A 2024 study conducted by Cigna Healthcare shows that employers and employees recognise the importance of health care benefits, and 65% of HR leaders believe health insurance plays a crucial role in talent attraction. Advances are now being made including a wider set of benefits that cater to the needs of all employees.

Siemens, the global technology giant, has acknowledged the importance of supporting women experiencing menopause. It has introduced a menopause policy that includes training for managers and employees, a stigma-free approach that recognises menopause as a justifiable reason for absence, and the appointment of more than 25 menopause advocates who can provide support.^[12]  This serves as a strong example of how employers are beginning to listen to the needs of women and implement inclusive benefits that support their health and well-being.

Why Do Inclusive Benefits Matter?

Demand from the millennial generation, in particular, for workplace flexibility and inclusivity is prompting employers to increasingly recognise and accommodate the effects of perimenopause. Employers are improving support through flexible schedules, education and tailored benefits to reduce the stigma and enhance employee well-being and retention. Research from Carrot Fertility indicates that 76% of millennials say that having or getting a menopause benefit would impact their desire to stay with their current employer.^[13]

Moreover, there is a link between high vitality and workforce productivity. Workers across generations with high vitality report that they work harder to help their workplace succeed, feel more enthusiastic about their job and have higher job satisfaction.

Inclusive benefits that include perimenopausal and menopausal support can thus help to boost women’s overall rates of health and vitality, directly impacting a company’s productivity and profits. That’s because healthy, energetic employees, who believe their employers care about their well-being, are more engaged in their work.

Embracing the Opportunity for Inclusive Care

In conclusion, employers who lead with empathy and innovation, and support women by proactively addressing perimenopause through tailored benefits, can foster a more equitable workplace, reduce attrition, and empower women to thrive in their careers. Organisations that are proactive can have a positive impact on productivity, mental health and well-being, engagement and retention. 

Sources

1. https://www.womenshealthmag.com/health/a65243267/perimenopause-young-women/
2. https://www.prnewswire.com/news-releases/new-report-reveals-millennial-workers-are-more-informed-than-ever-about-menopauses-impact-on-their-careers--and-theyre-ready-to-take-action-302262052.html
3. Study: Perimenopause symptoms common in women as young as 30 | Contemporary OB/GYN
4. https://content.get-carrot.com/rs/418-PQJ-171/images/Menopause%20in%20the%20workplace%20report%202023%20(3).pdf
5. https://www.deloitte.com/content/dam/assets-shared/docs/campaigns/2025/2025-genz-millennial-survey.pdf
6. https://www.uclahealth.org/news/article/sneaky-symptoms-perimenopause
7. https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits
8. https://cnalifestyle.channelnewsasia.com/women/menopause-support-work-singapore-466156
9. https://economictimes.indiatimes.com/jobs/hr-policies-trends/breaking-menopause-taboo-how-many-companies-in-india-are-raising-awareness-and-providing-support/articleshow/109093585.cms
10. https://www.cignaglobalhealth.com/static/docs/pdfs/na/harnessing-health-hr-vitality-2024.pdf
11. https://assets.new.siemens.com/siemens/assets/api/uuid:55e1bbca-658c-439d-88b8-a977641521ba/Pay-Gap-Report-Siemens-UK-2024.pdf
12. https://www.linkedin.com/posts/niranjanisnair_siemens-siemensfinancialservices-menopauseawareness-activity-7310020136961298432-6GYR/
13. https://www.femtechworld.co.uk/news/menopause-news/research-sheds-light-on-differences-between-millennial-and-gen-x-experiences-with-menopause/