PortaLaw proudly sponsored Maturn’s Leading Through Change event, which focused on building menopause-inclusive workplaces, and we have developed a brief summary of key takeaways.
Supporting employees through perimenopause and menopause isn’t just a wellness initiative; it’s a business imperative. With women over 45 making up a growing share of Canada’s workforce, it’s time for employers to address this often-overlooked stage of working life through practical policy, open dialogue, and leadership awareness.
"Something that affects 50% of the population remains taboo" - Dr. Lori Brotto
Why Menopause Belongs in the Workplace Conversation
Over 2 million working women in Canada are aged 45–55, the age range when most experience menopause.
About 5 million women aged 40+ are in the workforce, and 80% of those aged 45–54 are actively employed.
Menopause costs the Canadian economy an estimated $3.5 billion annually in lost productivity, reduced hours, and turnover.
540,000 workdays are lost every year due to menopause-related challenges.
1 in 10 employees leave their jobs because they don’t receive adequate support.
1 in 4 consider leaving due to unmanaged symptoms.
Only 1 in 10 women feel comfortable discussing menopause with their manager, even though 4 in 5 say that support would impact whether they stay.
These numbers provided by Maturn tell a clear story: creating menopause-inclusive workplaces supports retention, engagement, and equity.
“80% of women in midlife have cognitive symptoms during menopause - brain fog, cloud of haze, sleep problems, mood symptoms. And 50% of women have turned down a promotion because of these symptoms.” - Dr. Lori Brotto
Best Practices for Employers
1. Start the Conversation:
Breaking the stigma begins with open, informed dialogue.
Include menopause in your DEI and wellness programs.
Recognize World Menopause Day (October 18) with educational initiatives.
Encourage leadership to model openness and empathy.
2. Review and Update Policies:
Many workplace policies were designed without menopause in mind.
Revisit sick leave and wellness day policies to include flexibility.
Ensure health benefits cover services such as counselling or hormone replacement therapy (HRT).
Create flexible work arrangements to accommodate varying needs.
3. Train Your Leaders:
Managers play a critical role in creating inclusive environments.
Train leaders to recognize symptoms and provide empathetic support.
Integrate menopause awareness into existing leadership and DEI training.
Offer practical conversation tools that support respectful communication.
4. Build a Culture of Care:
Policy is only effective when supported by culture.
Provide quiet or cool spaces for comfort and recovery.
Normalize accommodations like camera-optional meetings, remote work, and flexible hours.
Promote balance and belonging as core workplace values.
5. Partner with Experts:
Bringing in professionals, whether for training, legal guidance, or HR policy review, can help organizations address menopause inclusively and confidently.
Ask yourself, “How are the women in my workplace being supported through menopause?” and if you’re not sure of the answer, it’s time to start seeking out professional guidance.
How PortaLaw Can Help
At PortaLaw, we believe that healthy, respectful workplaces benefit everyone.
We help employers:
Draft and implement Menopause-Inclusive Workplace Policies.
Deliver training for leaders on respectful accommodation and communication.
Review existing policies through human rights and employment law lenses.
Align workplace practices with BC and federal employment standards.
Creating inclusive workplaces isn’t just the right thing to do; it’s good business!
Why work with PortaLaw?
Transparent pricing structure: We offer fixed-fee options for policy drafting and workplace training, depending on your organization’s needs and budget.
Our values guide our work: Joy, Honesty, Innovation, Humanity. Learn more here.
We're a women-owned business, Certified B Corporation, and Benefit Company; we live our values.
Get in touch to learn how we can help your organization become a Menopause-Inclusive Workplace, and see more tips and advice from Maturn here and read the report here.
