iAtoday

Between 2021 and 2024, hormone replacement therapy (HRT) across our group insurance plans climbed 37%.

That number is one thread in a bigger story. Roughly a quarter of women in Canada’s workforce are 40 or older, moving through some stage of this transition¹. How organizations respond shapes retention, productivity and the day-to-day culture people work in. 

Our white paper pulls it together in full. Learn: 

• How menopause moves through three stages, each with its own symptoms and impact on work
• Why stigma keeps most employees quiet about what they’re going through, and what that silence costs organizations
• Practical ways group insurance plans, from health spending accounts to specialized care and mental health support, can close the gap

The stakes are bigger than one plan

Menopause-related career disruptions cost the Canadian economy an estimated $237 million in lost productivity and $3.3 billion in reduced income for women in the workforce. Replacing an employee who leaves over unsupported symptoms runs roughly $55,000¹. With two million women aged 45-55 currently working in Canada, a number projected to grow by nearly a third by 2040¹, plan sponsors that don’t adapt their group insurance plans now may not be able to keep pace.

To learn more:

¹ Source: Menopause Foundation of Canada: A Playbook for Employers, 2023.