Perimenopause and menopause symptoms may cost employees nearly 35 workdays per year [1].
This productivity loss highlights a critical gap in workplace support for people who menstruate, potentially affecting retention and performance for a significant portion of the workforce.
According to a survey released in December 2025, symptoms such as hot flashes, anxiety, sleep disruptions, and brain fog reduce productivity and increase absenteeism [1]. These physical and cognitive challenges often go unaddressed in professional settings, leading to an estimated loss of approximately 35 workdays annually for affected employees [1].
The data indicates that the impact of these symptoms extends beyond physical discomfort. Mental health is a primary concern for those navigating these transitions in the office. Nearly 40% of surveyed employees said that mental-health support is the most important menopause benefit [2].
Workplaces in the U.S. have historically lacked formal policies to accommodate the transitions of perimenopause and menopause [1]. While some companies have begun implementing wellness programs, the survey suggests that the specific needs of this demographic remain largely unmet. The combination of cognitive impairment and emotional distress creates a barrier to efficiency—one that often remains invisible to management.
Addressing these symptoms involves more than just physical accommodations. The demand for mental health resources suggests that the psychological toll of hormonal shifts is as disruptive as the physical symptoms. Without targeted benefits, employees may continue to experience significant disruptions to their professional lives [2].
“Perimenopause and menopause symptoms may cost employees nearly 35 workdays per year.”
The findings suggest that menopause is not merely a private health matter but a systemic economic issue affecting US labor productivity. As a significant portion of the experienced workforce enters this life stage, the lack of structured workplace support may lead to increased attrition of senior talent and a higher reliance on sick leave.
