Menopause Benefits See Big Jump in Employer Offerings

Menopause benefits may be the hottest benefit trend of 2026. 

The percentage of employers offering menopause support or resources jumped to 27%, up substantially from 18% last year, the 2026 SHRM Employee Benefits Study reveals. SHRM’s Benefits Survey polled 5,472 organizations. Menopause benefits include hormone therapy, physical therapy for pelvic-floor issues, access to specialists in menopause care, and menopause-specific paid leave. 

The jump is driven by more attention on the topic and a greater understanding of how it translates to workers’ health and on employers, as well as growing legislation that is mandating certain levels of menopause coverage. 

“Menopause has gotten a lot of traction; a lot of people are talking about it,” said Maria Trapenasso, SHRM-SCP, who leads talent solutions at insurance brokerage and benefits consultant firm NFP in New York City. “It’s no longer as taboo as it used to be. Now we’re normalizing the conversation and employers are starting to pay attention.” 

Once a topic that was more private, there’s a growing openness around how it affects women’s health — and their employers. 

Menopause-related symptoms such as hot flashes, night sweats, mood changes, sleep disturbances, joint aches, fatigue, and cognitive difficulties, can interfere with employees’ ability to focus, collaborate, and perform at their best, particularly when symptoms go untreated. “That can directly affect performance and engagement,” said Leia Spoor, vice president, clinical and expertise, employee benefits, at insurance brokerage Holmes Murphy in Dallas. 

 A 2023 study by Mayo Clinic found that menopause costs employers an estimated $1.8 billion in lost work time per year and $26.6 billion annually when medical expenses are added, in the U.S. alone. Those kinds of figures “really bring a lot of attention to the fact that employers are losing actual dollars,” Trapenasso said. “There’s real cost to not addressing this issue.” 

Spoor agreed, saying that “employers are finally recognizing menopause as a workforce issue, not just a personal health issue.” 

A Benefit for Both Employees, Employers 

Industry experts point to workplace menopause resources as a benefit that helps both employers and employees.  

While menopause support can help employees better manage symptoms, improve their quality of life, and remain productive at work, employers that offer menopause benefits can reap their own rewards in the form of fewer absences, enhanced productivity, and higher engagement. According to a 2024 Bank of America report, when menopause benefits were provided by an employer, 58% of women said the offerings had a positive impact on their work, mostly by allowing them “to bring their best selves to work” (cited by 40%).  

For employers, the benefits extend beyond improving employee well-being — they can also help retain some of their most experienced talent.  

“If you are not supporting them, you can lose all of their knowledge, the wisdom within the workplace, institutional knowledge,” Trapenasso said. “So it really is in an organization’s best interest to support this cohort.” 

Many employees experiencing menopause are in key leadership or high-experience roles, Spoor added, so a lack of support can affect retention, succession planning, and the leadership pipeline.  

“Without support, some employees may reconsider their workload, step back from leadership opportunities, or look for roles that feel more sustainable,” she said. 

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Detroit-based Ally Financial recently added a menopause benefit for its workers through provider Maven. Employees get access to personalized care advocacy, symptom management and treatment guidance, and on-demand support from OB-GYNs, mental health coaches, nutritionists, physical therapists, and wellness coaches via video or messaging. 

Nader Salah, Ally Financial’s executive director of total rewards, called menopause support a differentiator for the firm, and said offering it sends a positive message to all employees, not just those using them.  

“Even those that don’t take advantage of that benefit see what we’re doing,” he explained. Ally Financial communicates with all employees about all of its offerings “because we want them to know everything that we do. We don’t just have one-size-fits-all.”  

“That opens up the dialogue, but it also shows them that we do these things because they're important and we're trying to figure out how to reach them where they are,” Salah said. 

Growing Mandates Around Menopause 

Recent legislation is also making an impact. Last year, Rhode Island became the first state to mandate that employers provide menopause accommodations. The state’s Fair Employment Practices Act, which covers conditions related to pregnancy, labor, and postpartum issues, was amended to include menopause in the list of conditions it covers.  

Several states have followed suit. For instance, states including Illinois, Louisiana, and New Jersey mandate that insurance cover menopause treatments for all or some patients. 

“For many employers in certain areas, they have to include services and solutions for employees either in perimenopause or menopause,” Trapenasso said. 

While many employers are already adding menopause benefits as part of broader health and well-being strategies, legislative pressure is helping accelerate those efforts. 

Given new, and likely upcoming, greater employer awareness of menopause’s impact on the workforce, and more employees asking for support, experts expect menopause benefits to keep increasing across workplaces. 

“This is definitely going to be something that’s going to continue to grow,” Trapenasso said. “I only see it going up.” 

Another component that will increase, Spoor said, is the openness around discussing menopause and using the benefits.  

“The next phase will be less about simply offering a benefit and more about creating a culture where employees know what support exists and feel comfortable using it,” she said.