Canadian survey also reveals connection between ADHD and perimenopause, menopause
Canadian employers are not getting the best out of many employees as menopause support continues to be insufficient in many workplaces.
Only 13% of respondents to a new survey said their employer provides meaningful menopause or hormonal health supports, while 7% said supports exist but fall short.
A majority, 55%, reported that their employer provides no support, and 24% were unsure whether any supports were available, finds the survey by GreenShield and conducted by Ipsos.
Also of note: Almost one‑third (31%) of women who experienced perimenopause or menopause symptoms reported having been diagnosed with ADD or ADHD. For these women, menopause was described as more difficult “across cognitive, emotional, and workplace dimensions,” with 82% saying symptoms affected their performance at work, compared with 60% of those without ADHD.
Menopause symptoms at work
The most common symptoms reported were:
- fatigue (74%)
- hot flashes (68%)
- mood swings (65%)
- weight gain (58%)
- brain fog (53%).
Only 25% of women who sought treatment reported receiving effective care within the first three months.
About two in three (64%) of women said menopause symptoms affect their job performance at least some of the time, and 54% said the time spent seeking care has disrupted their work.
Among those who sought menopause care, 16% reported reduced productivity, 8% needed time off work, 6% reported taking a short‑term leave and another 6% said they had considered leaving their job due to symptoms.
A previous poll from LiveCareer revealed that 97% of women who are facing symptoms of menopause felt pressured to hide or downplay them at work.
Delays for menopause care
The online survey of 1,000 women aged 35 to 60 found that many face significant barriers to care, including difficulty recognising symptoms as part of a hormonal transition, uncertainty about where to seek help and having their concerns dismissed by health‑care providers.
According to the report, “gaps in knowledge and difficulty navigating treatment options keep women from getting timely menopause care,” with 33% of respondents waiting more than two years after first noticing symptoms to receive effective treatment. While 38% receive a diagnosis within six months of raising concerns, more than 63% wait from six months to several years for a formal diagnosis.
Half of women surveyed said they have experienced symptoms they associate with perimenopause or menopause, and another 24% believe they may have. However, 32% of those who reported symptoms said they have never received a formal diagnosis.
“Too many women are forced to navigate menopause without clear pathways to care or timely support,” said Mandy Mail, Executive Vice President, GreenShield Cares. “This research shows how difficult it can be to know where to go, be taken seriously, and get effective treatment. When access breaks down, the consequences extend beyond health – affecting careers, workplaces, and equity. Closing these gaps requires removing barriers and designing care around women’s real experiences at every stage of life.”
Many women who’ve gone through the menopause felt undervalued by their employer, with 20% adding that it “triggered unfavourable feelings” from their colleagues, according to a previous report.
Free treatment in Manitoba, B.C.
The national findings land as Manitoba reports early results from a suite of women’s health investments. The province says more than 36,000 women are saving money each month through free hormone replacement therapy coverage, making Manitoba one of only two provinces to provide free HRT. More than 55,000 women are accessing free prescription birth control, with more than 200,000 prescriptions filled since the program launched in October 2024.
The Manitoba government has also lowered the age of eligibility for breast cancer screening, resulting in more than 700 appointments in the first two months, and is restoring specialised menopause care through a new community‑based clinic now in development. Additional measures include increased operational funding for abortion services, buffer‑zone legislation to protect patients and providers from harassment, doubled fertility tax credits, an enhanced Manitoba Prenatal Benefit and expanded midwifery and maternity services, including work to restore birthing services in Norway House Cree Nation.
Meanwhile, in British Columbia, a new National Pharmacare Plan (Plan NP) took effect on March 1, 2026, providing 100% coverage of select menopausal hormone therapy, contraceptives and diabetes medications for all residents enrolled in the Medical Services Plan. Under PharmaCare’s Full Payment Policy, pharmacies cannot charge patients for Plan NP medications or any associated dispensing services.
Plan NP removes Special Authority requirements for a range of drugs, including topical oestrogen and combined oestrogen/progesterone gels and patches, and no menopausal hormone therapies or contraceptives require prior approval. All eligible prescriptions for Plan NP medications are fully covered at the point of dispensing and do not count towards Fair PharmaCare deductibles or family maximums. Exceptional coverage is also available for residents still in the MSP wait period through a streamlined pharmacy‑led process.
The National Pharmacare Plan is also already in effect in Prince Edward Island and Yukon.
Canadian employers are in a position to meaningfully strengthen retention and workforce stability by addressing menopause – a life stage that affects millions of experienced employees, according to a previous report.
