UNITED NATIONS, New York – Menopause is one of the most overlooked issues in women’s health, despite the fact that more than 1 billion women will be postmenopausal by 2030. The impact of menopause on their physical and mental health, well-being and career progression is profound, yet most workplaces remain unprepared to support their female employees through this natural life stage.
Each year, 47 million women enter menopause – many at the height of their careers. Yet research shows that in some countries, as many as 8 in 10 women report their workplace offers no menopause-specific support tailored to those going through menopause.
UNFPA Executive Director Ms. Diene Keita underscored the consequences in her opening remarks: “The impact is measurable. Nearly one in five women have quit or considered quitting their jobs due to menopausal symptoms. This costs the global economy an estimated $150 billion annually. At the very stage when women’s experience and leadership should be most valued, they are sometimes forced out.”
To address these gaps, UNFPA, the UN’s sexual and reproductive health agency, has launched a new publication highlighting practical examples of private sector interventions. Developed as part of its Coalition for Reproductive Justice in Business initiative, the case study is entitled ‘Spotlight: Building menopause-friendly workplaces across the private sector’.
Menopause as a workplace priority
The case study was developed in partnership with global health and hygiene companies Essity and Bayer, and demonstrates how leading companies are pioneering workplace policies, awareness initiatives, and support services that dismantle stigma, improve employee well-being, and strengthen business performance.
It highlights that action on menopause in the workplace is a “triple win” – improving health and dignity for women, driving productivity and retention for businesses, and contributing to broader social and economic growth.
Best practices
Drawing on the experiences of Essity and Bayer, the study showcases practical interventions including:
- Inclusive policies: paid leave, flexible work and equitable hiring practices.
- Awareness building: employee-led ‘Menopause Cafes’, encompassing courageous conversations, workshops and awareness campaigns.
- Practical support: free menstrual and hygiene products, health check-ups, uniform adaptations and digital health resources.
Importantly, the study underlines that change does not always require large budgets; in fact, small, employee-driven initiatives can have a transformative impact on workplace culture.
A call for public–private collaboration
The study was launched at a high-level UN General Assembly side event that positioned menopause as a strategic frontier for global public–private collaboration. The session called on companies to integrate menopause into their sexual and reproductive health and rights strategies, and encouraged governments and businesses alike to commit to closing the financing gap in this sector by embedding women’s health into core workplace practices.
“The group assembled by the UNFPA-led Coalition for Reproductive Justice in Business has been leading a healthy discussion,” said Claus Runge, Chief Health Equity Officer at Bayer. “I hope to see it grow steadily. There is a lot of progress we can jointly achieve in this triangle of policy makers, civil society and the private sector.”
