9 in 10 Women Would Stay Longer With Employers That Support Midlife Health

Key Findings from the Midlife Divide Reports:

• 91% would be more likely to stay with an employer that actively supports midlife health needs.
• Flexible schedules (58%), mental health days (56%), and more women in leadership roles (54%) were ranked as the most impactful forms of support.
• 68% say gender and age influence how seriously their health concerns are taken at work.
• Nearly one in four (23%) feel menopause is still misunderstood and insufficiently addressed in the workplace.

The findings reinforce wider conversations around workplace wellbeing, burnout prevention, and employee resilience. For organisations looking to improve retention and productivity, wellbeing strategies are becoming increasingly important. See also Wellbeing in business: How to help your teams manage stress and burnout.

Menopause Support as a Retention and Inclusion Strategy

Nine in ten women (91%) say they would be more likely to stay with an employer that actively supports midlife health needs. Far from a niche issue, menopause awareness and accommodation are fast becoming key components of inclusive, competitive workplaces.

“Menopause shouldn’t be a career limiter,” said Jasmine Escalera, career expert at LiveCareer UK. “When organizations normalize the conversation and provide meaningful support, they’re not just helping women, they’re protecting their leadership pipeline and building a stronger, more inclusive culture.”

Flexibility Tops the List of What Midlife Women Want Most from Employers

When asked what would make them feel more supported at work, women overwhelmingly pointed to flexibility, paid leave, and representation, underscoring the need for both policy and cultural change in the workplace.

The results highlight how employee wellbeing initiatives now extend beyond traditional benefits packages, with employers increasingly recognising the connection between mental, emotional, and financial wellbeing at work. Financial stress in particular can significantly impact productivity and employee engagement. Related reading: Financial wellbeing and resilience – a tool for personal and professional productivity

Women Say Would Help Them Feel More Supported at Work:

• 58% — Flexible schedules
• 56% — Paid leave or mental health days
• 54% — More women in leadership roles
• 37% — Manager training on menopause
• 25% — Health insurance that covers menopause-related care
• 8% — Peer groups or safe spaces for discussion

How Women Are Managing Menopause Symptoms at Work

In the absence of targeted workplace benefits, many women rely on personal strategies to manage symptoms and maintain productivity.

Most Common Menopause Management Strategies

• 58% seek therapy or mental health support.
• 58% turn to exercise or nutrition changes.
• 52% use hormone replacement therapy (HRT) or other medication.
• 40% rely on supplements or alternative medicine.
• 29% adjust their work hours to cope.
• 6% are not taking specific action; fewer than 2% say symptoms haven’t affected their work.

Gender and Age Bias Still Affect Women’s Workplace Experiences

Even as conversations about menopause become more visible, a persistent perception gap remains.

• 68% say both gender and age affect how their health concerns are taken.
• 22% cite gender alone.
• 8% say age is the primary factor.
• Only 2% believe neither gender nor age plays a role.

These perceptions reinforce how workplace culture, not just policy, determines whether women feel seen and supported during a critical career stage.

Experts increasingly warn that inclusive recruitment, leadership representation, and workplace culture all play a critical role in supporting women throughout midlife and later careers. Employers looking to create more inclusive workplaces may also be interested in bringing wellbeing and humanity back into over-50s recruitment.
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Read the Full Midlife Support in the Workplace Report

To view the full report, please visit https://www.livecareer.co.uk/career-advice/midlife-support-in-the-workplace

Methodology

The findings were obtained by surveying 898 working women in the U.S. who are experiencing or have gone through menopause. The poll obtained information about their direct experience working through menopause. The survey was conducted on September 18, 2025.

Respondents answered different types of questions, including yes/no, open-ended, scale-based questions where participants indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options.