Economic Impact
Menopause costs women, employers, and the economy billions annually. Understanding the numbers makes the case for action.
~$1.8B
Lost Work Days
US annually (est.)
1 in 10
Women Leave Jobs
Due to symptoms
$600B
Annual Spending Power
US menopausal women
~$27B
Total Annual Cost
US medical + productivity (est.)
The economic case is clear. Untreated menopause symptoms cost everyone — women lose income and career advancement, employers lose talent and productivity, healthcare systems bear preventable costs. Investment in menopause support pays for itself many times over.
A note on data: Economic estimates vary by country, industry, methodology, and workforce demographics. Figures presented here are drawn from published studies (Mayo Clinic, McKinsey, CIPD, employer surveys) but should be considered approximations. Rigorous, standardized global data remains limited.
Personal Financial Impact
For individual women, menopause can have significant financial consequences.
$2,400
Average annual out-of-pocket spending on menopause-related costs
Treatments, supplements, products, and healthcare visits
Where the Money Goes
$800+
Supplements & OTC Products
Vitamins, cooling products, sleep aids
$600+
Healthcare Visits
Copays, specialists, multiple visits
$500+
Prescription Medications
HRT, antidepressants, sleep meds
$300+
Skincare & Personal Care
Products for changing skin, hair
$200+
Sleep Products
Cooling bedding, mattresses, aids
???
Lost Income
Reduced hours, career setbacks
The hidden cost — lost income: The hardest cost to measure is career impact. Women who reduce hours, pass on promotions, or leave the workforce entirely due to symptoms can lose hundreds of thousands in lifetime earnings. This compounds over time and affects retirement security.
Workplace Impact
Menopause symptoms don't stop at the office door — and the workplace impact is massive.
The Toll on Working Women
1 in 10
Women have left a job due to menopause symptoms
17%
Have reduced their hours because of symptoms
59%
Say symptoms have negatively impacted their work
65%
Feel unable to talk about menopause at work
Career Consequences
14%
Have turned down a promotion or decided not to pursue one
8%
Have taken a demotion or role with less responsibility
23%
Report decreased confidence in their abilities at work
36%
Have called in sick due to symptoms (last 12 months)
Peak career years affected: Menopause typically hits during women's peak earning and leadership years (45-55). This is when women are most likely to be in senior roles, mentoring others, and contributing maximum value. Losing these women — or their full productivity — is a significant talent drain.
Cost to Employers
When employees struggle with menopause, employers pay too.
Annual Employer Costs Per Affected Employee
$2,500
Absenteeism
$5,000
Presenteeism
$15,000+
Turnover Cost
$3,000
Healthcare Claims
📊 The Numbers Add Up
- $1.8 billion in lost workdays annually (US)
- $26.6 billion total economic cost (medical + productivity)
- 150 million workdays lost globally per year
- Average employee misses 7 days/year due to symptoms
- Productivity reduced by 30% on symptomatic days
💡 What's Lost
- Experienced talent walking out the door
- Institutional knowledge and client relationships
- Leadership pipeline gaps
- Recruitment and training costs
- Team morale and productivity ripple effects
- Reputation as employer of choice
Healthcare Costs
Untreated or undertreated menopause drives significant healthcare spending.
Treatment Costs: Out-of-Pocket vs. Covered
$200+/mo
Telehealth + HRT (cash pay)
vs
$20-50/mo
With insurance coverage
Many women pay out-of-pocket due to coverage gaps, stigma, or difficulty finding knowledgeable providers
The prevention opportunity: Proper menopause management can prevent costly downstream conditions — cardiovascular disease, osteoporotic fractures, mental health crises. One hip fracture costs ~$40,000. Depression treatment costs thousands. Prevention is far cheaper than crisis care.
💰 Coverage Challenges
- HRT often requires prior authorization
- Some formulations not covered at all
- Mental health visits may have limits
- Supplements/OTC products never covered
- Telehealth coverage varies by state/plan
- High deductibles mean paying anyway
📈 Downstream Costs Avoided
- Osteoporosis: $19B/year in fracture costs
- Cardiovascular: Heart disease is #1 killer
- Mental health: Depression/anxiety treatment
- Sleep disorders: Testing and treatment
- Cognitive decline: Dementia care costs
Global Economic Scale
With 1 billion+ women in menopause globally, the worldwide impact is staggering.
Global Impact
$100–150B
Estimated annual global economic impact (modeled)
1.1 Billion
Women in menopause globally
47 Million
New women entering menopause each year
30+ Years
Average time living post-menopause
Growing population: As life expectancy increases and the global population ages, more women are spending more years in post-menopause. The economic impact will only grow if we don't address it systematically.
Solutions & ROI
The good news: addressing menopause pays off — for everyone.
Potential Return on Investment for Employer Programs
3–5x ROI
Estimated return range based on early program data
20–35% ↓
Reduction in absenteeism
15–30% ↓
Reduction in turnover
10–20% ↑
Improvement in productivity
What Works
For Employers
Menopause Benefits Coverage
Add menopause-specific telehealth, HRT coverage, and mental health support to benefits packages. Cost is minimal; ROI is significant.
For Employers
Workplace Accommodations
Temperature control, flexible working, private spaces, manager training. Low-cost changes with high impact on retention.
For Insurers
Comprehensive Coverage
Remove barriers to HRT, cover telehealth, invest in prevention. Downstream savings far exceed upfront costs.
For Policy Makers
Research Investment
Increase NIH funding, incentivize pharmaceutical R&D, mandate coverage. Policy drives systemic change.
🏢 Leading Companies
- UK: Channel 4, Vodafone, HSBC — menopause policies
- US: Microsoft, Bank of America — expanded benefits
- Many companies adding menopause-specific telehealth
- Some offering paid menopause leave
- Training managers to support employees
🌍 Policy Progress
- UK: Government Menopause Taskforce, NHS focus
- Australia: Workplace guidelines introduced
- US: Senate hearings on menopause in workplace
- Growing momentum for legislative action
- Employer mandates under discussion in some regions
The business case is made. Companies that support menopausal employees gain competitive advantage in recruiting and retaining experienced women. Insurers that cover treatment save on downstream costs. Governments that invest in research save on healthcare spending. Everyone wins.