In New Zealand, 12% of women have left their jobs due to menopause symptoms. Eight in ten women aged 45 and over report experiencing challenging menopausal symptoms, with 80% of them facing either moderate or severe effects. These health issues significantly impact their daily functioning and wellbeing, often affecting their careers.
To address this pressing issue, New Zealand is launching the first-ever fully funded menopause care packages and treatments aimed at women in the workforce.
This new health initiative fosters inclusivity and addresses the health barriers women face. New Zealand is setting a new precedent for workplace health support, combining social responsibility with economic benefits. This launch comes just in time for World Menopause Day on 18 October.
A New Approach to Menopause Care
The programme is a collaboration between Menopause and Wellness and Employee Assistance Programme (EAP) providers, establishing a fully funded care pathway for women experiencing menopause. This comprehensive health package offers a range of treatments, including specialist care, non-hormonal therapies, Hormone Replacement Therapy (HRT), and personalised wellness programmes.
It is especially beneficial for working women and Kiwi business leaders with employees who may be suffering in silence.
By being fully funded, it empowers women to prioritise their reproductive health and wellbeing, removing the financial barriers that have traditionally deterred them from seeking appropriate care.
The health service scheme guarantees access to vital treatments and support when they need it most. It allows New Zealand to tackle the health inequities that frequently add extra pressures on women as they age, especially those managing the challenges of leadership or career progression during this pivotal life phase.
Impact on Women in the Workforce
Menopause often coincides with key career milestones, particularly for women in leadership. The symptoms—ranging from hot flushes to mental fog—can severely affect a woman’s ability to perform at work, often leading to increased absenteeism.
According to the Korn Ferry and Vira Health Survey, 47% of women reported that their job performance was impacted by symptoms associated with perimenopause and menopause.
The provision of these care packages not only addresses these health concerns but also helps maintain women’s leadership roles, encouraging retention and continuity in business sectors that are already striving for gender equality and diversity.
The Global Gender Gap Report 2023 indicates that women make up approximately 32.2% of senior leadership roles across the globe.
A focus on workplace wellness is central to this programme. By providing menopause care, employers can reduce health-related absenteeism and help women manage symptoms that might otherwise force them out of the workforce.
Globally, there is a persistent gender gap in employment. The International Labour Organization reports that the labour force participation rate for women is around 47%, compared to 72% for men. These menopause care packages could help to bridge this gap, ensuring that women can stay active and engaged in their careers, especially during challenging periods like perimenopause and menopause.
Leadership’s Role in Promoting Wellness
The success of these packages will rely heavily on the support of Kiwi business leaders. Employers are encouraged to adopt these packages within their own EAPs, recognising that supporting women through menopause is not just a health issue but a business necessity.
Companies offering flexible work arrangements or mental health resources are already prioritising women’s health and wellbeing, these brands can serve as role models for how corporate responsibility intersects with employee welfare.
Here are examples of forward-thinking businesses and organisations in New Zealand that have already begun integrating women’s health initiatives into their corporate social responsibility (CSR) strategies.
One example is ANZ Bank, which has started to address period poverty by partnering with Dignity NZ to provide free period products in their workplaces. Another is the Pacific Media Network, which has pioneered a menstrual and menopause leave policy that benefits its female employees.
Menopause Care and Social Responsibility
Local companies can foster gender-inclusive workplaces by adopting menopause care programmes, which also help de-stigmatise menopause in society. By raising awareness and encouraging discussions about menopause, businesses can break down barriers, normalising the experience and prompting more women to seek treatment without shame.
These efforts are part of a broader trend towards inclusivity in both corporate and public life. For example, the New Zealand government’s recent programme in collaboration with Auckland University provides free sanitary products for students, funded by advertisers.
Similarly, initiatives like free access to Keytruda for advanced breast cancer patients highlight how public health policies are increasingly recognising the unique challenges women face.
Health and Economic Benefits
By supporting women through menopause, the launching of menopause care packages sets a standard for public health similar to maternity leave policies and mental health support programmes. The potential economic benefits for businesses are clear. Reduced absenteeism, increased productivity, and a healthier, more supported workforce all translate into financial gains.
Research consistently shows that companies with strong wellness programmes see substantial returns on investment, with reductions in healthcare costs and improvements in employee morale.
IFEBP’s 2022 Workplace Wellness Trends study states that 72% of businesses saw a decrease in healthcare expenses as a result of introducing wellness initiatives. The programme’s average return on investment (ROI) was reported as 6:1, suggesting that investments in employee wellness yield significant financial benefits.
Experts have long emphasised the need for accessible menopause care to improve overall health outcomes for women.
A study featured in the Journal of Women’s Health revealed that women with access to comprehensive menopause management including counselling and hormone replacement therapy experienced notable enhancements in their quality of life and mental well-being.
Conclusion
New Zealand’s launch of fully funded menopause care packages is a crucial step in supporting women in the workforce. The programme offers a comprehensive range of treatments, making it easier for women to access the care they need.
Kiwi business leaders are encouraged to integrate these packages into their workplace policies, recognising that supporting women during this transition is essential for employee wellbeing. It sets a new standard for corporate responsibility and demonstrates a commitment to gender equality in the workplace.