Workplace design, not just benefits coverage, may determine whether women remain in the workforce during menopause, according to new research from the University of Ottawa.
Madeline Toubiana, professor and Desmarais Chair in entrepreneurship at the University of Ottawa’s Telfer School of Management, says many organizations focus on benefits coverage without examining the structural workplace barriers that make it difficult for women to manage symptoms during menopause and perimenopause.
Read: Just 14% of U.S. women say employer recognizes need for menopause benefits: survey
Her research explores how job design is shaping women’s ability to remain engaged in their work during this life stage. One of the most significant barriers the research identified is what Toubiana describes as “bodily autonomy,” or the freedom workers have to decide when, where and how their bodies are present at work.
In roles with rigid schedules, strict uniforms or tightly-controlled break structures, that autonomy can be limited. Workers who must remain visibly present for long periods, such as teachers standing at the front of classrooms or employees working structured shifts, often have little ability to respond to symptoms as they arise.
Toubiana says even when women develop a clear understanding of what their bodies need during the transition, workplace constraints don’t always allow them to act on that knowledge.
Read: HOOPP providing menopause-inclusive workplace through benefits, tackling stigma
The research also highlights how a lack of awareness shapes workplace experiences. Several women interviewed in the study said symptoms appeared “overnight,” leaving them uncertain about what was happening to their bodies and isolated in workplaces where menopause isn’t often discussed.
Toubiana says that lack of awareness can make it difficult for employers to fully recognize how many workers may be navigating the transition.
Globally, roughly 20 per cent of women in the labour market are currently in the perimenopausal age range, while the percentage of Canadian women aged 45 to 55 in the workforce is expected to increase by roughly 27 per cent by 2040, according to a report by the Menopause Foundation of Canada.
Without adequate support, the research suggests some women may reduce their work hours, step back from leadership opportunities or leave the workforce earlier than they’d planned.
Toubiana says this creates a dual loss. Organizations lose experienced professionals at the peak of their careers while those employees lose income, pension contributions and opportunities for advancement.
In interviews conducted as part of the research, several participants described leaving roles they once enjoyed because they felt they could no longer perform at the level they expected of themselves.
Read: 40% of women say they aren’t satisfied with employer’s benefits plan: survey
One former teacher described retiring earlier than planned despite loving the profession and never expecting to leave so soon.
Toubiana adds workplace flexibility is one of the most effective supports employers can offer. Allowing workers to adjust schedules, take breaks when needed or temporarily modify workloads can significantly improve employees’ ability to manage symptoms while continuing to perform their roles.
According to the research, short supported leaves can also give employees time to access medical treatment or stabilize symptoms without forcing them out of the workforce.
Toubiana also notes that access to specialists and hormone therapies through employer drug plans can help employees manage symptoms and reduce the likelihood of prolonged absences.
Ultimately, she says workplaces that provide greater flexibility and autonomy are more likely to retain experienced employees navigating menopause.
Read: Symcor hosting menopause awareness session, supporting employees with benefits, resources