Menopause at Work Is Costing Canada $3.5 Billion a Year

Half the population goes through it, and for most women it arrives right in the middle of their working lives. This week, members of a House of Commons committee heard what that costs the country when symptoms go unmanaged, and most of the bill lands on women themselves.

Unmanaged menopause symptoms cost the Canadian economy an estimated $3.5 billion and 540,000 lost workdays a year, the co-founders of the Menopause Foundation of Canada told MPs on Wednesday, CBC News reported. The figure comes from the foundation's Menopause and Work in Canada report, with economic analysis by Deloitte Canada, and the split is striking: employers lose about $237 million in productivity, while women lose about $3.3 billion in income. Menopause at work, the witnesses argued, is a workforce and economic issue as much as a health one.

Key takeaways

Unmanaged menopause symptoms cost Canada an estimated $3.5 billion and 540,000 lost workdays every year, according to the Menopause Foundation of Canada.

Women absorb about $3.3 billion of that through lost income, while employers lose about $237 million in productivity.

About 10 million Canadian women aged 40 and over are in a stage of menopause, and women over 40 make up a quarter of the paid workforce.

In the foundation's national survey, 46 percent of women said they felt unprepared for menopause.

Many symptoms respond to treatment, from hormone therapy to non-hormonal options, which makes a doctor's visit the most useful first step.

Why do symptoms land in women's peak earning years?

Most women reach menopause between 45 and 55, and the transition before it, called perimenopause, often starts years earlier. That timing lines up almost exactly with women's peak earning years, when many are running teams, earning the most they ever will, and building the savings they will live on later. Our guide to the perimenopause symptoms nobody warns you about covers the early signs in detail.

The symptoms that drive the cost are the ones that follow women into work, including hot flashes, night sweats, broken sleep, headaches, anxiety, and the trouble concentrating that many people call brain fog. For some women, the effect on their job is minor. For others it is career-altering, and the foundation's research counts the cost in reduced hours, lower pay, and women leaving the workforce altogether.

Women over 40 now make up a quarter of Canada's workforce, the largest share in the country's history, as foundation president Janet Ko told the committee.

What did MPs on the status of women committee hear?

Ko and co-founder Trish Barbato testified before the House of Commons status of women committee on Wednesday. Ko described menopause as a workforce issue, an economic issue, and a public policy issue, and Barbato pointed out that the burden falls on women's income, their pensions, and their retirement savings.

The hearing also turned personal, as several MPs shared their own experiences. Conservative MP Anna Roberts said she had lost count of how many years she had been going through menopause. Researcher Kevin Whittingstall told the committee that menopause increases the risk of stroke, cognitive decline, and dementia.

Getting help is part of the problem, too. A recent report on menopause care in Canada found that four in 10 Canadian women do not know where to find it, which helps explain why so many symptoms go unmanaged in the first place.

What does a menopause-inclusive workplace look like?

If you are an employer or a manager, the number lands differently. Supporting employees through menopause at work is a way of keeping your most experienced people, and the changes the foundation recommends are mostly simple and inexpensive, like flexible schedules, awareness training, and benefits that actually cover treatment.

More than 200 Canadian employers, including Sun Life, BMO, PwC Canada, IKEA Canada, and New Brunswick's Horizon Health Network, have signed on to the foundation's Menopause Works Here campaign. Joining commits an employer to building a menopause-inclusive workplace, and the campaign is free, with a playbook of practical steps.

How should you raise symptoms with your doctor?

If symptoms are interfering with your sleep, your mood, or your workday, treat that as a medical conversation rather than an endurance test. Raising symptoms with your doctor opens the door to treatment, from hormone therapy to non-hormonal options to help with sleep and mood. Our reports on why more women are asking about hormone therapy and a newer treatment for hot flashes explain two of those options.

Track your symptoms for two weeks. Note hot flashes, sleep, mood, and concentration each day so you walk in with specifics instead of a vague sense that something is off.

Book a dedicated appointment. Menopause deserves its own visit, since a question squeezed in at the end of another appointment rarely gets the time it needs.

Ask directly about treatment. Ask whether hormone therapy is appropriate for you, and which non-hormonal options exist if it is not.

Ask for a referral if you need one. If the first answer is a shrug, ask for a referral or look for a provider with menopause training.

Check your workplace benefits. See what your plan covers, and ask whether your employer offers flexibility or has joined Menopause Works Here.

Frequently asked questions

How much does menopause cost the Canadian economy?

The Menopause Foundation of Canada estimates that unmanaged symptoms cost about $3.5 billion and 540,000 lost workdays a year. Most of that, about $3.3 billion, is income women lose through fewer hours, lower pay, or leaving work, while employers lose about $237 million in productivity, based on economic analysis by Deloitte Canada.

What helps women manage symptoms on the job?

Managing menopause at work starts with treatment that controls the symptoms, so a doctor's visit is the biggest lever. On the job, flexible hours, control over room temperature, breaks when needed, and an understanding manager all make a real difference, and many employers now use the foundation's free workplace playbook.

When does perimenopause usually start?

Perimenopause, the transition before periods stop for good, often begins in a woman's 40s and can last several years. Menopause itself is confirmed after 12 months without a period, and most Canadian women reach it between 45 and 55, with an average age of about 51.

Your next step

Your working years and your wellbeing are both worth more than toughing it out. The Medimap Health Hub has more on women's health and hormones, and you can find a family doctor near you and start that conversation this month.

Disclaimer: This article is for general information only and is not medical advice. It does not replace a conversation with a doctor or other qualified health professional who knows your history. If you think you are having a medical emergency, call 911 or go to the nearest emergency department.