The Health and Economic Impacts of Menopause
Contents
Impacts of Menopause

The Health and Economic Impacts of Menopause

Policies and Investments to Advance Care, Opportunity, and Equity

A Special Report from FP Analytics, with support from Bayer

January 2025

Menopause, a biological process that marks the end of a woman’s menstrual cycles and fertility and typically occurs between the ages of 45 and 55, is a universal experience. As life expectancy continues to rise globally, more women are living well beyond menopause, often spending a third of their lives in the postmenopausal stage. There are currently more than one billion women worldwide who are undergoing menopause transition or are postmenopausal. By 2030, the number of women aged between 45 to 55 will reach nearly 500 million, meaning that roughly 6 percent of the world’s population will be in menopause. While most menopausal women will live in low- and middle-income countries (LMICs), they will make up a larger proportion of higher-income countries’ populations. This shift has significant social, economic, and health care implications for women, their families, and their communities.

Yet, menopause remains in the shadows, under-prioritized and under-resourced by policymakers, employers, health care providers, development institutions, and investors alike. Even hallmark global policy agendas such as the UN Decade of Healthy Ageing and the Sustainable Development Goals overlook menopause, despite its relevance to health, education, employment, and demography. The consequences of inadequate menopause support, however, are not limited to those experiencing it but, rather, are collective and cross-generational, with quantitative and qualitative impacts for countries writ large.

FIGURE 1

Projected Menopause Transition by Region, 2000-2050

The number of women entering menopause (aged 45-54) in the coming decades is set to increase significantly, particularly in low- and middle-income countries.

Source: World Population Prospects 2024, Author’s estimates

This issue brief, produced by FP Analytics with support from Bayer, analyzes the global health and socioeconomic impacts of menopause to demystify and destigmatize this transition and the knock-on health effects later in life. The analysis focuses on the returns of investments from prioritizing menopause care and the need for better resource allocation as well as the costs of inaction, focusing on the United States, United Kingdom, Canada, and Germany. It highlights relevant national policies, identifies policy gaps, and offers recommendations for the public, private, and nonprofit sectors. This issue brief will be followed by expanded FP Analytics’ research that will include in-depth country case studies drawing on a range of data and interviews with experts from the public, private, multilateral, and non-profit sectors. It will be published in advance of the World Health Assembly in May 2025.

Women’s Health and Menopause

Menopause is diagnosed after a woman has gone 12 consecutive months without a period. It typically occurs between the ages of 45 and 55, with 51 being the median age of natural menopause. But the journey to this point–known as perimenopause–can span several years. During this transition, a decline in estrogen and progesterone leads to a variety of symptoms.

Between 80 and 96 percent of women experience menopause-related symptoms. The most common physical symptoms are vasomotor, which affect up to 80 percent of women. Vasomotor symptoms can occur during the daytime and at night, consisting of hot flashes and night sweats, and may lead to sleep disturbances while contributing to fatigue and anxiety. Other common physical symptoms include joint or muscle pain as well as sexual dysfunction. Cognitive effects, including memory problems and difficulty concentrating, are also widely reported. The hormonal changes associated with menopause can also trigger mood swings, irritability, and, in some cases, depression and anxiety.

The menopause transition also has lasting effects on women’s health later in life. Specifically, the sudden drop in estrogen associated with menopause has been shown to trigger an inflammatory reaction in some women that leads to a dramatic decrease in bone mass. This condition, known as osteoporosis, is characterized by the thinning of bones and an increased risk of debilitating fractures. Additionally, the loss of estrogen and vasomotor disturbances combined with sleep disruption and potential weight gain increase the risk of cardiovascular disease, which is the leading cause of death among postmenopausal women.

The onset, intensity, and duration of menopause symptoms can vary widely among women, influenced by factors such as diet, exercise levels, smoking status, body mass index, socioeconomic status, ethnicity, and concurrent health issues. Research indicates that Black and Hispanic women, for example, report more vasomotor symptoms such as intense and more frequent hot flashes than their white counterparts. The Study of Women’s Health Across the Nation (SWAN) further highlights that Black women in the U.S. tend to reach menopause a year earlier than white women or women of East Asian descent, and they experience symptoms for up to 10 years—three years longer than the national average. Similar trends have been reported among Afro-descent women and South Asian women living in the UK.

This earlier onset of menopause, as well as its longer duration, may be linked to a phenomenon known as “weathering,” a term used to describe the cumulative toll that social, economic, and environmental stressors have on the rate of aging and overall health of marginalized groups over time. The earlier and more intense menopausal experience among these women may thus be seen as a reflection of broader systemic inequalities, which not only impact the timing of menopause but also contribute to worse health outcomes later in life, including higher risks of cardiovascular disease and osteoporosis.

CASE STUDY

United States

The United States, the largest economy in the world with a GDP of USD 27.4 trillion, is home to 343.5 million people. As of 2023, approximately 77.4 percent of women who are between the ages of 25 and 44, and 60.2 percent of women who are between the ages of 55 and 64, participate in the labor force. Overall, 1.3 million women in the U.S. become menopausal annually, and a quarter of the U.S. workforce is in some phase of menopause transition, with more than 75 percent of women working throughout their menopause transition and post-menopause. However, women are widely under-represented in leadership positions. The percentage of women holding C-suite roles in approximately 15,000 positions in publicly traded U.S. firms fell from 12.2 percent in 2022 to 11.8 percent in 2023. There are various complex reasons for this under-representation, but it is important to note that, oftentimes, the career stage at which women are likely to hold senior leadership roles, including C-suite positions, coincides with their menopausal transition and post-menopausal years.

The U.S. has no universal health coverage and lacks an overarching national policy on menopause, but some federal laws relevant to menopause include the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and the Pregnant Workers Fairness Act (PWFA). In practice, the availability of care, rights, and protections for menopausal women varies greatly by state and is shaped by not only a woman’s employment status but also the policies of her employer. A growing percentage of U.S. employers are developing policies on menopause to reduce stigma and support women employees, but there is significant variation across sectors, organizations, and regions.

Women’s ability to continue working while experiencing menopause symptoms is largely dependent on their access to health care, the flexibility and support of their workplace, and other factors, such as caregiving responsibilities and financial security. Although menopause generally affects women 45 through 56 years of age, research indicates that Black and Hispanic women are more likely to experience menopause earlier than White women, and vasomotor symptoms are also reportedly more intense for non-White women. To address these discrepancies and bring menopause out of the shadows, civil society organizations, both nationally and locally, play a critically important role to raise awareness and demystify menopause and advocate for quality and equitable health care as well as supportive employment policies.

The Inadequate Prioritization of Menopause in Health Care

Menopause care remains a significant gap in health care systems worldwide, with women often facing inconsistent care, delays in diagnosis, and a lack of individualized treatment. Although menopause affects half the world’s population, many health care providers lack the necessary expertise to effectively diagnose and manage menopausal symptoms. A 2024 survey of 157 British Menopause Society members found that 72 percent of respondents “believe newly qualified health care professionals have not been given enough education about menopause” and 55 percent of respondents “believe there is insufficient evidence-based education training for qualified health care professionals.” In the U.S., only one-fifth of obstetrician-gynecologists report formal training related to menopause. Meanwhile, a global analysis of medical textbooks found that 58 percent contained no mention of menopause. This lack of focus on menopause in both medical education and clinical resources leaves many health care professionals underprepared to manage the condition effectively.

This lack of expertise is compounded by the broader social stigma around menopause. Negative attitudes around aging and embarrassment to discuss vasomotor, cognitive, sexual, or emotional symptoms discourage women from seeking out treatment for their menopause. A lack of information about menopause and available evidence-based treatments alongside stigma may be responsible. A global survey of women found that only 20 percent of women feel well-informed about menopause while 73 percent of women reported not seeking treatment for menopause symptoms despite the availability of hormone-based and non-hormonal treatments.

Menopause hormone therapy (MHT) covers a range of hormonal treatments that can reduce symptoms of menopause. Although it is considered the most effective treatment to manage menopause, its use has declined since the release of a 2002 Women’s Health Initiative (WHI) study that found the treatment increased the risk of cardiovascular disease in older women. Often misinterpreted, the findings of this study primarily applied to postmenopausal women over age 60 who were provided one type of MHT and contributed to an ongoing reluctance to use MHT despite evidence suggesting that it is safe and effective when initiated near the onset of menopause. Since the study’s release, MHT use in the U.S. has dropped from around 40 percent to just 4 percent between 1999 and 2010. The decline in MHT use is further compounded by limited options for other viable alternative treatments for menopausal symptoms, a result of insufficient research, policy prioritization, and investment in women’s health. Governments around the world are taking important steps to make MHT more accessible for women experiencing menopause. In the UK, the introduction of the “HRT Prescription Prepayment Certificate” in April 2023 allows women to purchase a year’s worth of MHT medications for the cost of just two standard prescriptions, significantly reducing treatment costs. Meanwhile, the province of British Columbia is planning to partner with the Canadian federal government to provide free hormonal therapy for menopausal symptoms in the future.

CASE STUDY

Canada

Canada has one of the largest economies in the world, with a GDP of USD 2.14 trillion and a population of 39.39 million people. Women over 40 years old, who are of perimenopausal, menopausal, or post-menopausal age, represent approximately a quarter of the national population. The average age of menopause in Canada is 51.5 years. While Canada has a publicly funded health care system, primary care clinicians may be ill-equipped or failing to prioritize menopause care as 38 percent of women in a 2022 representative survey felt that their symptoms were undertreated. With 8.3 percent of women reporting unmet care needs, women are increasingly turning to pay-for-service virtual and in-person clinics for care.

The primary policy framework for addressing menopause in Canada is through the Women’s Health Strategy, while different provinces and territories have their own respective health strategies that cover menopause to varying degrees. For example, Ontario Health is developing a new quality standard on menopause, while British Columbia is working toward providing menopausal hormone therapy free of charge.  Still, gaps in access to, and availability of, menopause care persist across Canada, often running along racial, ethnic, and economic lines. Moreover, lack of data and research on menopause among First Nations, Inuit, and Metis women, along with women from other minority ethnic groups, inhibits quality health care and needed support.

Three-quarters of women in Canada who experience menopause report symptoms that impact their day-to-day life, while one-quarter of women report suffering severe symptoms, which in turn undermines personal well-being alongside their economic and civic participation. As of 2023, approximately 85.5 percent  of women between the ages of 25 and 54, and 62.8 percent of women between the ages of 55 and 64 years, participated in the labor force, shaped by a range of socioeconomic and health factors. Despite the high percentages of women of perimenopausal and menopausal age in the labor force, unmanaged symptoms of menopause, including vasomotor symptoms, undermine women’s financial and job security. Unmanaged symptoms reportedly lead to women cutting work hours, lost days of work, and even early retirement that costs the Canadian economy billions of dollars. Moreover, when women leave the workforce due to menopause, it results in a loss of expertise and diversity, which may be harder to quantify but can result in adverse impacts on not only their employers but also the broader economy. Employers, therefore, have a critical role to play in expanding menopause support to employees, including through coverage for necessary drugs and treatments, health care spending accounts, allied health professional benefits, and subsidies for wellness programs.

MHT is not suitable for everyone, particularly those with a history of breast cancer and blood clots. For women who cannot or prefer not to use MHT, there is a limited selection of effective treatment options. Women can attempt lifestyle changes, including diet and exercise but these alone may be inadequate to manage menopause symptoms. Non-hormonal drug options to manage vasomotor symptoms include antidepressants and, more recently, neurokinin antagonists, which can block a specific brain receptor that plays a role in regulating body temperature. Access to these options, however, can be limited, as they are not often first-line treatments and healthcare coverage providers may not reimburse the cost of new, more expensive non-hormonal drugs. In general, there are very few available and affordable options for women and far greater investment in research, innovation, and development is required.

Women and their doctors need a broader set of options to enable informed choices for menopause care. Narrow treatment options are a result of a dearth of scientific research around menopause and historical neglect of its health and socioeconomic impacts. Gaps in research could be improved through market incentives as well as government grants. But without better incentives for industry, research and development of treatment options will remain scarce, impairing both health and gender equity. Both the public and private sectors have a role to play in making treatments affordable. When options are restricted or mandated by government and insurance providers, patient control is constrained and personalized care is undercut. When insurance companies or government programs restrict access to new and alternative therapies or impose restrictive requirements before women can access effective treatments, health care outcomes are undermined. This is particularly concerning in the context of non-hormonal treatment options, which offer a critical alternative for women who cannot use hormone therapy or prefer not to. The lack of adequate coverage for these therapies results in financial burdens for women, limiting their access to evidence-based interventions.

Without broader coverage and support for a diverse range of scientifically validated treatments, women are left with fewer therapeutic options, which can negatively affect not only their immediate health outcomes but also their long-term well-being. Limited and inadequate access to comprehensive care can have far-reaching implications, including increased health care costs, reduced workforce participation, and adverse effects on overall quality of life. These systemic barriers highlight the need for targeted policy interventions to address both the health care coverage gaps and the insufficient research funding for menopause-related treatments.

Though progress has been slow, governments are prioritizing improvements in menopause research and clinical care. In the UK, the Menopause Pathway Improvement Programme launched by the NHS aims to enhance clinical care, reduce disparities in treatment access, and provide comprehensive education for health care professionals. This initiative is part of a broader effort to address the gaps in menopause knowledge and care. In the U.S., President Biden’s administration has committed USD12 billion in new funding for women’s health research, including the creation of a Comprehensive Research Agenda on Menopause. The National Institutes of Health (NIH) is also spearheading a Pathways to Prevention series designed to identify research gaps and guide future innovation in menopause care.

CASE STUDY

United Kingdom

The United Kingdom (UK) is the sixth-largest economy in the world, with a GDP of USD 3.59 trillion and a population of 68.68 million as of 2023. The UK is undergoing a demographic shift, with projections showing that about one in four people will be aged 65 or older by 2041. With a steady growth in life expectancy, which stands at 82.6 years for women, compared to men at 78.6 years, the share of post-menopausal women is growing. As of 2022, approximately 13 million women in the UK were estimated to be perimenopausal or menopausal, already representing a third of the female population. Women aged 55 through 64 actively participate in the labor force, with a 62.8 percent female labor force participation rate as of 2023. This figure is higher than the OECD average of 58.1 percent but lower than the average for women in the UK aged 24 through 54 years, at 83.2 percent. The average onset of menopause in the UK is 51 years old, meaning about eight out of 10 menopausal women are in the workforce, representing the fastest-growing segment of the working population. Still, unmanaged symptoms of menopause can lead women to prematurely leave the workforce. One estimate suggests that menopause-related symptoms cost 14 million working days or £1.8 billion in yearly losses to the GDP of the UK, highlighting the unrealized economic benefits of better integrating menopause into health care and improving workplace support to enable women to continue working.

In 2019, the UK government released the Women’s Health Strategy for England—a ten-year plan to boost health outcomes for women and girls. The Strategy outlines eight goals related to menopause, including increasing public awareness, health provider knowledge, research, and workplace supports. To achieve these goals, the UK Menopause Taskforce was established in 2022 to coordinate efforts to improve menopause care and support, aiming to accelerate implementation of menopause-focused programs in the UK. In 2024, the government launched a policy initiative for employers to implement a menopause action plan, recognizing the significant workforce and economic implications of unmanaged menopause symptoms.

While menopause awareness is growing, thanks to the work of the National Health Service and public campaigns, the health strategies of the different constitutive parts of the UK have varying levels of focus on menopause, and only 59 percent of medical schools currently include menopause education in their curriculum. Moreover, sub-regionally, there is significant variation in availability of, and access to, quality care. Women of South Asian, African, and Afro-Caribbean descent tend to be particularly underserved while often experiencing the physical symptoms, social stigma, and economic stressors of menopause disproportionately. These gaps undermine the well-being of not only directly affected perimenopausal, menopausal, and postmenopausal women but also of their communities and British society writ large.

Economic Contributions of Menopausal Women

Women experiencing severe menopausal symptoms—such as hot flashes, mood swings, and sleep disturbances—are eight times more likely to report low workability, compared to those with fewer symptoms. They also report higher rates of absenteeism, worsened job performance, and higher turnover intentions. Despite these challenges, women over age 50 are one of the fastest-growing employment groups in many developed countries, with employment rates in those aged 55 through 64 years steadily climbing throughout Europe as well as in countries such as the United Kingdom, Canada, and the United States. This trend alongside rising retirement ages and aging populations implies that more women than ever will be working during the menopausal transition and into their post-reproductive years. Although employment trends for menopausal women are gradually improving, surveys from Canada, the UK, and the U.S. show that menopausal symptoms affect the job performance and workplace engagement of roughly half of menopause-aged women. This, in turn, not only impacts their career longevity and opportunities for promotion but also has wider impacts on the strength and growth of the broader economy.

Menopause symptoms tend to coincide with growing caregiving responsibilities, which can further exacerbate menopause symptoms. Caregiving responsibilities disproportionately fall on women, who globally perform 76.2 percent of all unpaid care work—a burden that grows as populations age. As many women in the “sandwich generation” juggle the demands of caring for aging parents and children, the toll of unpaid caregiving can lead to burnout, stress, and health issues. This is particularly true for ethnic minorities, including Black women, who are disproportionately involved in informal caregiving roles. To cope with symptoms of menopause while juggling caregiving responsibilities, women may miss additional days of work or reduce their weekly hours as a consequence of experiencing menopause while undertaking a disproportionate care burden, thereby impacting their wages and overall economic output.

Estimates suggest that menopause symptom management alone accounts for 14 million work days lost per year in the United Kingdom and as many as 40 million days lost in Germany. Some women are opting to leave the workforce altogether. In Canada, 14 percent of working women leave the workforce between the ages of 45 and 59, compared to 10 percent of men. Similarly, the Fawcett Society estimates that one in ten women, aged between 40 and 55, working through menopause in the UK has left a job because of their symptoms. An additional 13 percent reported that they had considered leaving, while a further 14 percent of women reported reducing their hours. Although research is scarce on the topic, women from historically marginalized groups may experience more severe work-related consequences due to the intensity of their symptoms, limited access to health care, and other socioeconomic barriers. The cumulative effects of caregiving responsibilities, along with the challenges of menopause, create a cycle of economic disadvantage that limits women’s career advancement, labor force participation, and long-term financial security.

FIGURE 2: CASE STUDY ANALYSIS

Economic Impact of Menopause on the Workforce

Menopausal women face significant economic challenges, with lost workdays, early retirement, and reduced income affecting productivity across economies.

Sources: Menopaues Foundation Canada, Mayo Clinic, Fawcett Society, UK Department for Work and Pensions, Federal Statistical Office of Germany , U.S. Bureau of Labor Statistics, Berlin School of Eocnomics and Law, Stasticics Canada, Author’s Calculations

The economic cost of menopause on the workforce is substantial. In the UK, the 2024 NHS Confederation report estimates that unemployment due to menopause symptoms produces a direct economic impact of GBP 1.5 billion annually. Similarly, a 2023 Mayo Clinic study estimates that menopause-related work disruptions in the U.S. contribute to a loss of USD1.8 billion annually. Other studies estimate the annual cost of menopause at USD3.3 billion in Canada, USD9.9 billion in Germany, and USD12 billion in Japan. These figures underscore the significant financial impact that menopausal health issues have on businesses and the economy, highlighting the need for more supportive workplace policies and resources to mitigate these costs.

CASE STUDY

Germany

Germany is the largest economy in Europe, with a GDP of USD 4.5 trillion and a population of 84.4 million. As of 2023, 83.4 percent of women aged 25 through 54 years participated in the labor force, compared to 72.6 percent of women aged 55 through 64 years. Given that Germany’s average age of menopause is 49.7 years, it is estimated that more than 80 percent of women in Germany are employed through the menopause transition. Against a backdrop of perennial labor shortages and an aging population, supporting menopausal women in the workforce is key to economic growth in Germany. However, a 2023 survey showed that only 15 percent of women believe that their employer offers a supportive environment for the menopause transition, and 25 percent of women experiencing menopausal symptoms reduced working hours or left the workforce, while more than a third took paid or unpaid sick leave due to symptoms. Despite the role that perimenopausal, menopausal, and post-menopausal women play in the economy, Germany lacks any national legislation that directly addresses menopause. Germany’s Maternity Protection Act and the Equal Treatment Act can be interpreted to provide menopausal women with some workplace protections if symptoms are severe enough to qualify as a disability.

Beyond workplace flexibility and support, women’s ability to continue working while experiencing menopause symptoms is largely dependent on their access to health care. The German health system offers universal coverage through statutory health insurance. Approximately 86 percent of the population is enrolled in statutory health insurance, which provides inpatient, outpatient, mental health, and prescription drug coverage. Coverage also includes menopause hormone therapy if prescribed by a doctor. A combination of stigma, a lack of provider knowledge, and insufficient awareness of menopause among health care professionals can hinder women from receiving the care they need, when they need it. A 2022 study on menopause care found that 37 percent of women felt that their gynecologists provided poor or mediocre advice, and half of the women surveyed felt only moderately or even poorly informed about available therapies. Addressing these gaps—especially by improving provider education, enhancing workplace policies, and potentially introducing national legislation—will be crucial to ensure that menopausal women in Germany can continue to thrive economically and socially.

Yet, surveys show that many women feel unsupported by their employers during menopause. A 2023 survey by the Chartered Institute of Personnel and Development (CIPD) showed that only one-third of menopause-age women in the UK felt that their employer was supportive in helping them cope with symptoms. In Canada, a similar survey of menopausal working women found that only a quarter of women felt supported by their employer. These findings highlight the urgent need for workplace policies that address both health and work environment factors, such as flexible hours, remote work, and mental health support, to support menopausal employees better.

Governments worldwide are increasingly focusing on improving workplace policies for employees experiencing menopause, with rising pressure on employers to act. In the UK, the Women and Equalities Committee’s inquiry into menopause in the workplace has led to key recommendations, such as the appointment of a Government Menopause Employment Ambassador and the creation of model policies for nationwide implementation. While the UK government has not made menopause accreditation mandatory, over 500 companies have already committed to becoming “menopause friendly” under a voluntary accreditation scheme. Similarly, Menopause Foundation of Canada’s Menopause Works Here™ campaign promotes menopause-inclusive workplaces. In Japan, the Ministry of Health is preparing to introduce a certification to recognize businesses that actively support women’s health, including menopause-related policies. These efforts reflect a growing recognition of the silent costs associated with inadequate menopause support, as the public and private sectors work to create more inclusive and supportive environments for affected employees. Nevertheless, progress is slow and uneven, with the need for greater prioritization of menopause in national and sub-national health, economic, and social policies.

Menopause and the Silver Economy

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Currently, women control more than USD31 trillion in worldwide spending, and by 2028, they are projected to control 75 percent of all discretionary spending. Menopausal women, in particular, represent a large and growing portion of this group, holding substantial purchasing power that spans a wide range of industries, from health and wellness to fashion, beauty, and travel. The global menopause market, valued at USD17.66 billion in 2024, is expected to grow to USD27.63 billion by 2030.

Looking Ahead: Pathways to addressing menopause across sectors

Although the World Health Organization (WHO) has recognized menopause as a public health issue, international cooperation on menopause is virtually nonexistent. This absence of global policies around menopause is mirrored by a failure to prioritize the issue within national budgets, public health agendas, and legislative frameworks. While some countries, such as the UK and Japan, have taken initial steps, the overall lack of policy integration leaves many menopausal women without the support they need, undermining not only their well-being but also wider socioeconomic development

FIGURE 3

Correlation Between Menopause Onset and GDP Per Capita, Selected Countries

Socioeconomic factors shape reproductive health including the onset of menopause, which tends to be later in higher income settings.

Sources: See expandable box at the end of report

Addressing menopause requires a multisector approach, integrating patient perspectives and drawing on expertise from various fields, including health, labor, finance, gender equality, and public policy. Efforts to tackle the issue should involve collaboration across government ministries, civil society organizations, health care providers, and the private sector. Menopause-related initiatives should not be seen as isolated health interventions but as part of broader frameworks for gender and health equity as well as economic growth. Initiatives seeking to drive impact should focus on:

  1. Developing Comprehensive National Menopause Policies: Countries analyzed in this report lack comprehensive national policies around menopause. Governments should develop comprehensive national policies that holistically address menopause. These policies should focus on health care access, funding dedicated research, creating workplace accommodations in the civil service, and establishing social support services for women experiencing menopause. A national policy framework should also outline clear goals, actions, and timelines to address gaps in menopause-related care and services. Moreover, menopause should be more clearly integrated into existing national policies such as national aging plans.
  2. Reducing Stigma and Improving Education: Addressing stigma and improving education around menopause is essential for empowering women and improving their health outcomes. Civil society organizations play a key role in raising awareness and fostering open dialogue, while national governments also have a responsibility to integrate menopause education into public health strategies, as demonstrated by the UK’s decision to include menopause in the national sex education curriculum in 2019. Universities and medical schools need to recognize their role in addressing this gap by incorporating menopause into their curricula for health care professionals. Expanding continuing education and knowledge-sharing networks can help improve health care providers’ expertise and capacity to support women in perimenopause, menopause, and postmenopausal stages of life. Relatedly, raising awareness through public education can help women manage their symptoms and seek care options as needed.
  3. Leveraging Partnerships Across Sectors: Engaging stakeholders from various sectors is essential for creating lasting change. Governments can partner with businesses, educational institutions, nonprofits, and research organizations to support initiatives like workplace training programs, menopause-related health care research, and the expansion of accessible health care services. Governments can also utilize push- and-pull incentives for the pharmaceutical and health care industries to improve treatment options. Such incentives can include grants and tax credits to reduce the cost of research as well as pull incentives such as market exclusivity or patent buyouts to ensure that a viable market exists for new drugs and treatments. Incentives such as these may provide an improved reward system for industry to prioritize research around menopause, innovate better treatments, and leverage emerging technology to build data-driven strategies for diagnosis and treatment. Such partnerships can accelerate the implementation of effective policies and ensure that the needs of menopausal women are addressed in diverse contexts, from health care to the workplace.
  4. Building International Cooperation: With projections showing that by 2050, 80 percent of the world’s population over age 60 will live in LMICs, the need for cross-country cooperation has become even more pressing. Developing economies are likely to face the most significant challenges in addressing the needs of their growing populations of menopausal women, particularly in the absence of robust health care systems, policy frameworks, and social protections. Strengthening international cooperation through intergovernmental organizations (IGOs), development assistance, and research partnerships will be essential to tackling these challenges. To that end, intergovernmental organizations – including multilateral development banks and multilateral agencies dedicated to public health and gender equality – need to bring a sharpened focus on menopause into their future strategies and programs of action.

Addressing menopause across sectors will require a concerted effort from national governments, international institutions, civil society, and the private sector. It is an urgent step toward improving women’s overall health and well-being. It is also critical to supporting economic development and enabling growth. While life expectancy has increased globally, women often spend a significant portion of their lives in poor health, which limits their productivity at home, in the workforce, in their community, and in public life, including in positions of leadership. By focusing on bridging the gap during menopause, women can experience better health outcomes, reducing disability and enhancing their potential for engagement and contribution. Investing in menopause care is not just a health priority—it’s a crucial step toward promoting health equity and maximizing women’s economic and social contributions throughout their lives.

By Miranda Wilson (Affiliate Researcher) and Dr. Mayesha Alam (Senior Vice President of Research). Art direction and design by Sara Stewart, illustrations by Nhung Le.

Resources

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