Among the 21 million Canadians in the workforce, eight million are women over the age of 40.
“We have a large workforce that’s going through the journey of menopause,” said Shawna O’Hearn, co-director and founder at Menopause Society of Nova Scotia, in a session sponsored by Astellas during Benefits Canada’s 2025 Healthy Outcomes Conference.
A 2023 report by the Menopause Foundation of Canada found a third of women experiencing menopause symptoms said it affects their job, a fourth reported missing days of work in the past 12 months and a tenth turned down job promotions or career advancements due to the symptom.
Read: Menopause symptoms driving women out of the workforce, costing employers billions: report
Menopause is defined as 12 consecutive months without a menstrual cycle, with 52 the average age of onset. While general symptoms are hot flashes, night sweats and changes in the menstrual cycle, the list can be extensive and include both physical and psychological effects. “Estrogen receptors are everywhere in the body,” said O’Hearn.
The treatment for menopause-related symptoms includes lifestyle strategies, hormone replacement therapy and non-hormonal medications. Women experiencing menopause often face a lack of awareness, financial barriers and difficulty finding care, she noted.
Referring to the report, O’Hearn said 66 per cent of women in perimenopause — the transition into menopause — seek medical care and 53 per cent report a treatment delay.
The psychological symptoms can be particularly challenging for women in the workplace since they may experience trouble concentrating, brain fog, sleep deprivation, mood changes and anxiety, which can result in absenteeism and can cause a fear of stigma and job security.
Read: How L’Oréal Canada is creating a more menopause-inclusive workplace
A Menopause Foundation of Canada report found menopause costs $3.5 billion annually due to lost productivity and income for women. In addition, 540,000 lost workdays can be attributed to symptom management, with employers losing $237 million and women losing $3.3 billion in income.
“If we start to put it into a business case and the economic impact, it’s huge for our workplaces,” said O’Hearn.
Some strategies for employers to minimize the impacts and costs associated with menopause include education, engagement and evaluation. Specifically, she suggested employers introduce educational tools and resources, inspire male leaders to educate themselves on how to support their colleagues, encourage peer support to create safe spaces for support and evaluate what’s effective and ineffective to adjust regularly.
Workplaces can also accommodate and support those experiencing menopause through flexible scheduling, as well as providing both menopause-sensitive leave and medical and lifestyle benefits.
Read more coverage of the 2025 Healthy Outcomes Conference.