Erika Hatherly of iA Financial Group on integrating menopause into workforce planning and benefits governance
Canadian employers are in a position to meaningfully strengthen retention and workforce stability by addressing a life stage that affects millions of experienced employees.
Approximately two million working women in Canada are between the ages of 45 and 55, the years when menopause symptoms most commonly emerge, according to the Menopause Foundation of Canada. Nearly all will experience symptoms, and research suggests that about one in three report negative impacts on their work performance. Roughly one in 10 leave the workforce or limit their career progression as a result.
This is a cohort that often sits at the centre of an organization’s leadership structure. Many hold senior roles, manage teams and carry institutional knowledge built over decades. When symptoms interfere with sleep, concentration or emotional regulation, the consequences extend beyond personal discomfort. They can influence productivity, retention and succession planning.
Erika Hatherly, Strategic Leader, Drug Programs at iA Financial Group, is clear about how menopause should be framed. “It’s not a disease” she says. “It’s a natural life transition that every single woman in the workplace is going to go through.”
Yet despite its predictability, menopause is still often treated as a private matter at work. “There’s still this stigma associated with it,” Hatherly notes. “There’s this assumption that talking about how menopause is affecting you is going to affect how you’re perceived.”
That hesitation can shape career decisions. Some women reduce hours. Others step back from advancement opportunities. In some cases, they leave altogether. Unmanaged menopause symptoms are estimated to cost Canadian employers approximately $237 million each year in lost productivity, with roughly 540,000 workdays missed annually.
Beyond awareness: normalizing the conversation
Hatherly points out that workplace misunderstanding often begins with an incomplete view of symptoms. Hot flashes may be the most visible sign, but sleep disturbance, fatigue, anxiety, irritability and difficulty concentrating are often more disruptive in professional settings.
“All of these are going to impact the ability to bring your same self to work that you were previously,” she says. Studies show that some individuals struggle to complete tasks at the same level and may miss work because of symptoms.
iA’s whitepaper further underscores the career implications: 44 per cent of women who report lacking workplace support say menopause has had a negative impact on their careers, nearly double the rate among those who do receive support.
At the same time, many workplaces don’t have clear guidance for managers and HR teams. “There’s probably a lack of understanding on how we can accommodate,” Hatherly says. “And then certainly at the leadership level, how do I discuss this with my manager directly?”
Normalization is foundational, Hatherly highlights. Training leaders and HR representatives to approach menopause as a commonplace topic reduces stigma and makes accommodation practical rather than exceptional. Education should extend across the workforce. When colleagues of all genders understand what menopause involves, empathy improves and assumptions diminish.
Practical adjustments and benefits design
Structural support does not require sweeping change. Hatherly emphasizes that accommodations can be modest but meaningful. Flexible scheduling can help manage sleep disruption. Adjustments to meeting density can reduce cognitive strain. Micro breaks during the day can support symptom management.
Physical workplace considerations also matter. Temperature control is often raised as a simple but important factor. Access to quiet spaces for short recovery periods can make a measurable difference. In some industries, even reviewing uniform requirements to allow for layering or alternative options can support comfort.
Benefits design is another lever. At iA Financial Group, Hatherly highlights the organization’s Women’s Health offering, which incorporates resources and treatments across life stages, including menopause. The approach recognizes that needs vary from perimenopause through post-menopause.
This includes access to medications, coverage for newer treatment options and support from appropriate healthcare providers. Inclusive mental health coverage with realistic maximums is also critical, given the psychological and sleep-related effects that often accompany menopause.
Claims data within iA’s group insurance plans show a 37 per cent increase in hormone replacement therapy use between 2021 and 2024, reflecting both growing awareness and increased engagement with treatment options.
Flexibility is built into plan design through healthcare spending accounts and wellness accounts. These allow employees to allocate dollars toward supports that align with their individual needs, whether that involves natural supplements, therapeutic services or symptom management tools. Telemedicine access further reduces barriers by allowing employees to consult healthcare providers without navigating time away from work.
Employee assistance programs also serve as a gateway to support, particularly for sleep hygiene, stress management and counselling services. For Hatherly, the objective is to make the starting point of care clear and accessible.
A workforce issue hiding in plain sight
Hatherly’s position is straightforward. Menopause should no longer be treated as exceptional. “This is something that should be as commonplace as any other topic,” she says.
For plan sponsors, menopause is not a specialty issue. It intersects with peak earning years, leadership pipelines and retention strategy. When it is integrated into benefits design and workplace norms, it becomes manageable. When it is ignored, the impact appears in reduced engagement and stalled advancement.
Planning for predictable events is standard practice in workforce governance. Menopause belongs in that category.
Further analysis and guidance can be found in iA Financial Group’s whitepaper, Menopause and Work: Creating an Inclusive Environment.
This article was produced in partnership with iA Financial Group
