More attention needs to be given to helping women experiencing menopause succeed at work, a Parliamentary committee recently heard.
“We need a national framework for menopause inclusive workplaces,” Shawna O’Hearn, director of the Menopause Society of Nova Scotia, told the committee on the status of women.
The committee is studying how menopause — the time when a women’s menstrual cycle ends — and perimenopause — the time leading up to it — impact women’s ability to work.
For many women, these physical changes do not significantly affect their workplace performance. But for others, menopause symptoms — which can include hot flashes, mood swings, brain fog, depression and anxiety — can dramatically decrease their ability to work. Some struggle to concentrate at work, some miss working days.
“Many employees struggle privately rather than asking for support,” O’Hearn, an occupational therapist, said.
The average age of menopause in Canada is 52, but symptoms can begin up to a decade earlier and may appear when a woman is in her mid-30s.
Nearly five million Canadian women are between the ages of 40 and 60.
“Contrary to popular belief, menopause does not just last one day,” said Dr. Sylvie Demers, a family doctor who has advocated for more access to hormone replacement therapy for 25 years.
There are simple, low-cost ways that employers can better support workers experiencing perimenopause or menopause.
But for that to happen, cultural attitudes around menopause need to change, witnesses told the committee at its June 16 meeting.
‘Suffering is trivialized’
Even though menopause is a natural part of the life cycle, women often struggle to get appropriate medical care for their symptoms, Demers told the committee.Â
“Their suffering is trivialized,” the doctor said. Demers specifically advocates for women to have access to hormone replacement therapy that uses hormone supplements that are identical to the ones a woman’s body naturally produces.
But women often struggle to get this treatment, she says. Not all doctors will prescribe it, citing concerns that it could increase a woman’s chance of developing cancer.
Without proper care to manage their symptoms, women may struggle at work. But because of the social shame that can come with menopause, they may not explain the situation to their employers or supervisors.
“Women fear being perceived as fragile or less competent if they acknowledge their reality,” said Élise Brunot, director of RĂ©seau quĂ©bĂ©cois d’action pour la santĂ© des femmes, a Quebec women’s health organization that provides menopause education.
The ideal worker is often seen as a consistently high achiever who is available at all times, says Brunot. That ideal is often easier for men to live up to, she says. The physical impact of menopause may make it difficult for some women to meet those expectations, she told the committee. Some may disengage at work, while others may stop working.
That has serious economic consequences for Canada. A 2023 report from the Menopause Foundation of Canada says that unmanaged menopause symptoms cost the Canadian economy approximately $3.5 billion each year. This was due to lost days of work, lower productivity and lost wages when women reduce their work hours or leave the workforce altogether.
“It’s not women’s bodies that are the problem,” said Brunot. “It’s the [workplace] norm.”
Support and training
Several witnesses told the committee that with proper support, women experiencing perimenopause and menopause could thrive at work.
Workplace support groups can help, says O’Hearn. The Menopause Society of Nova Scotia has helped establish these groups and also provides training so workers can recognize the signs of menopause.
“If we’re going to be creating menopause inclusive workplaces, we need to provide the training for our managers,” O’Hearn said.
“They are the front line. They are the ones that are taking all of the information. We need to make it easier for them.”
Male managers also need to be involved in this training, she said.
Flexible work leaves can help women as well, said Brunot. The federal government should officially recognize perimenopause and menopause as occupational health issues in the Canada Labour Code, she told the committee.Â
Dr. Anne-Patricia Prévost, a family doctor from Quebec, said that flexible work hours can help women who are struggling at work because of menopause.
But she cautioned the committee against only describing the negative ways menopause can impact a woman’s work.
The goal should be to “normalize [menopause] without trivializing, and support without over-medicalizing women,” she said.
“I would be cautious about the message we send if we imply that women in perimenopause or menopause are less capable of working or less productive,” she told the committee.
“Most continue their professional lives successfully.”
The committee plans to resume its study in the fall, when Parliament returns.
