06/02/2025

By kghelli

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Woman holding head at her desk

Menopause and the Modern Workforce

Menopause is a natural part of aging—but it’s rarely talked about openly, especially in the workplace. For many women, the experience is clouded by stigma, misinformation, and silence. As a result, those experiencing symptoms may feel isolated, unsupported, or even pushed out of a work environment where they spend much of their time.

As women age, their bodies undergo hormonal changes—especially a decrease in estrogen, progesterone, and testosterone—that can result in a wide range of physical and emotional symptoms. While menopause is often treated as something that happens “later,” the reality is that perimenopausal symptoms can begin as early as age 35, with menopause typically occurring between ages 45 and 55.

This matters in the workplace. Women now make up nearly 47% of the U.S. workforce, and many are Gen Xers or Millennials—groups now entering or already navigating these life stages.

Common Symptoms to Look For

Perimenopause (typically ages 35–50):

  • Migraines

  • Brain fog

  • Depression or mood swings

  • Hot flashes and night sweats

  • Heart palpitations

  • Weight gain

  • Vaginal dryness

  • Fatigue and sleep disturbances

  • Irregular periods

Menopause (typically ages 45–60):

  • Urinary urgency

  • Continued night sweats

  • Mood changes

  • Skin and hair changes

  • Decreased libido

  • Bone loss

  • Joint pain

  • Breast discomfort

Every woman’s experience is unique. Some may have mild symptoms, while others face challenges that affect their daily lives—including their work. In fact, a recent UK study found that 23% of working women have considered leaving their jobs due to the impact of menopause or menstrual symptoms, and 14% are actively planning to leave.

This isn’t just a health issue. It’s a workforce issue. In the U.S., menopause-related absenteeism and turnover contribute to an estimated $1.8 billion in annual losses.

Creating a More Supportive Workplace

By breaking the silence around menopause, employers have an opportunity to retain talent, build trust, and support the wellbeing of a multigenerational workforce. Resources like The Menopause Society offer valuable guidance for organizations looking to create menopause-friendly policies and foster open dialogue.

When we normalize these conversations, we create space for better understanding, compassion, and support—at work and beyond.

 

 

Sources

1.“Making Menopause Work | the Menopause Society.” The Menopause Society, 12 Sept. 2024, menopause.org/workplace.
2. Team, Content. “Menopause in the Workplace | 3.5m Lacking Support | UK.” Work in Mind, 22 Nov. 2023, workinmind.org/2023/11/22/3-5-million-women-have-considered-quitting-jobs-due-to-lack-of-menopause-support/.
3. Tatum, Megan. “Without Support, Many Menopausal Workers Are Quitting Their Jobs.” Www.bbc.com, 9 Apr. 2024, www.bbc.com/worklife/article/20240408-menopause-women-job-quits.
4. Cleveland Clinic. “Menopause: Age, Stages, Signs, Symptoms & Treatment.” Cleveland Clinic, 24 June 2024, y.clevelandclinic.org/health/diseases/21841-menopause.
5. Loehrke, Janet. “Women Have Made Strides in the US Workforce: Five Charts.” USA TODAY, 3 Mar. 2024, www.usatoday.com/story/news/graphics/2024/03/03/womens-history-month-gains-pay-gaps/72774746007/.
6. Mayo Clinic. “Perimenopause – Symptoms and Causes.” Mayo Clinic, 25 May 2023, www.mayoclinic.org/diseases-conditions/perimenopause/symptoms-causes/syc-20354666.

06/02/2025

By kghelli

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Trust Member Newsletter: Message From Scott Lawson, Summer 2025

Hi all, and welcome to the summer edition of our newsletter!

We have a lot going on, as we always do. We have partnered with a Monoline Comp carrier, Zenith Insurance from California. They are now providing “Excess Insurance” for all three of our Trusts, saving them about $200,000 in the first year. The bonus is that they write coverage for Trust Members that have operations in other states, which has been difficult for us to do in the past. They are also working with our Broker Partners to help them place business in states where they’ve had difficulty, assisting with about a dozen accounts so far this year.

We acknowledge all the time how many companies we provide Comp insurance to in our three groups, but here’s a snapshot that might surprise you: we currently cover nearly 420 New Hampshire companies that employ about 35,000 employees with a total payroll of almost $1.3 billion!

We’re especially proud of our Loss Control Team and the great job they continue to do with Member visits as well as the Loss Control Coordinator Academy (LCCA). To date, nearly 200 of our Member companies have attended LCCA so far—and half of those have sent more than one employee, showing just how valuable they find the training. To reach even more Members, we’ve started taking these sessions on the road, partnering with host companies and inviting nearby Members to join. If you’d like to host a session at your facility and have space for 20+ people, please contact our Loss Control team.

We often say we’re in the relationship business—and we mean it. Our goal is to take Workers’ Comp off your plate so you can focus on running your business. In that spirit, we are looking into classes that enhance your Membership in our groups. We’ve held recent sessions on claim filing and the Second Injury Fund, and we’d love to hear from you if there are other topics you’d find helpful.

And last but by no means least, all three groups were so successful last year that we were able to give back more than $1.5 million in surplus distributions at our annual meetings in November.

Keep up the good work, and thank you for placing your Trust in us!