The labor market gender gap is the smallest it has ever been, with 57.7% of women now working compared to 68.2% of men. Nearly 75% of women ages 45 to 54 participate in the workforce, and the number of women ages 45 and up (including those in their 60s and 70s) who work is expected to continue to grow over the next several years.

In recent years, women’s health concerns, such as fertility challenges and pregnancy care, have become more recognized and openly discussed both in and out of the workplace. Stigma remains, however, around certain aspects of women’s health care, particularly related to menopause and associated symptoms. The good news is that many employers are adding health care benefits to support this stage of a woman’s life. 

“A growing number of employers are recognizing that these are not just personal issues, but they are affecting so many women in the workplace,” said Christine Chouinard, MIIA’s Wellness Program Analyst. “Employers are working harder to break the stigma by providing educational resources and enhanced benefits, and by bringing the discussion surrounding these issues out in the open.”

Studies show that more than 60% of women seek medical care for menopause symptoms, which typically include hot flashes, heart palpitations, brain fog, anxiety and depression. While 45-55 is the typical age range for menopause onset, symptoms can begin up to a decade earlier, during the perimenopause phase. According to a recent Mayo Clinic study, 13% of women reported having at least one adverse effect of menopause in the workplace in the past year, with respondents citing missed days of work, reduced hours, being laid off or needing to quit. Researchers noted that the stigma attached to menopause worsened the psychological impact of its symptoms.

The younger stages of women’s health — such as family planning and pregnancy — are more accepted and supported in the workplace, and benefits related to these issues are more prevalent, Chouinard said. In Massachusetts, health insurers are required to provide a certain amount of coverage for infertility treatments, including when individuals have attempted to conceive for a length of time or when testing identifies a health condition that must be addressed. Additionally, the Commonwealth’s Paid Family and Medical Leave program makes mothers eligible for up to 12 weeks of partially paid leave to care for a new child.

“Employers are more likely to provide maternity leave and other benefits than they are to recognize and destigmatize menopause symptoms and concerns, which can potentially affect performance, productivity and absenteeism,” Chouinard said.

But more employers are now creating care pathways for women who wish to seek support for both physical and mental well-being throughout later life stages, she said.

Some ways employers are expanding benefits include:

• Providing education on menopause