Menopause in the workplace: Should employers accommodate it like pregnancy?
FOR decades, pregnancy has rightly earned its place in workplace policy — from maternity leave to job protections. But as conversations around equity and inclusion evolve, a new question is taking centre stage: Should menopause be accommodated like pregnancy in the workplace?
Menopause affects roughly half the population, with symptoms like hot flashes, insomnia, anxiety, brain fog, and joint pain — many of which can be debilitating and disruptive to work. Yet, despite its wide impact, menopause remains a silent struggle in most professional environments.
“You’ll have the rude comments, people thinking that your time is almost up, and even female co-workers not understanding the struggle,” said Lorraine Wilson, 52, who struggles with hot flashes at work.
“I’ve taken certain steps to ensure that I’m okay, but what about other women who may not be in my position of privilege?”
Human development professional Paula Ffrench, who has expertise in gerontology, said studies conducted in societies like the United Kingdom have shown that a great number of menopausal women reported having zero access to support at work.
“It’s the same in Jamaica and the wider Caribbean, and these are women who struggle with symptoms often at the peak of their careers, and this is not just a personal loss, it’s a workplace issue with real economic and talent implications,” she said.
She said menopause should be equally compared to pregnancy, because both are natural, biological stages unique to people with uteruses. As such, ideally it should be included on health insurance plans, and in workplace policy documents.
“However, the societal response has not been this at all. Pregnancy is supported with policies and protections, while menopause is often met with ignorance, awkwardness, or outright dismissal,” Ffrench said.
She said if we’re committed to inclusive workplaces that support employees through predictable, life-stage transitions, menopause should not be treated as a private inconvenience, but rather, a legitimate health concern.
She suggests the following for accommodating women:
•Flexible hours for disrupted sleep or medical appointments.
•Menopause-specific sick leave or inclusion in existing leave policies.
•Access to temperature-controlled environments or ventilation.
•Training for managers to handle conversations sensitively.
•Health insurance coverage for hormone replacement therapy and counselling.
“Menopause isn’t a niche issue, it’s a workplace equity challenge hiding in plain sight,” Ffrench said. “Treating it with the same seriousness as pregnancy would not only retain experienced talent, but also signal a genuine commitment to gender-inclusive leadership.”
She said supporting someone through menopause shouldn’t be seen as an extra, it should be part of building a future-proof workplace.
