Perimenopause and menopause support should be the next frontier for workplace benefits, and here’s why:
The workforce is aging. Many adults are delaying retirement or returning to work after wrapping up their careers. And in 2026, the average age of a new hire is 42, around the same age that many women begin experiencing hormonal shifts related to perimenopause. For many women, this stage of life can also overlap with peak career years when expectations are high.
Despite these trends, many workplaces still aren’t prepared to support these transitions. In fact, 59% of women say they don’t have the information they need to support their aging bodies.
To find out how age and women’s health intersect with workplace culture and benefits, we spoke with senior care entrepreneur Michelle Rankine, Ph.D.. With over 20 years of healthcare leadership experience, Rankine works directly with families and professionals navigating caregiving and the realities of aging.
Many women say they lack the information they need to support their aging bodies at work. Why does this gap exist, and how does it show up in women’s day-to-day lives?
Women’s health has never been fully integrated into workplace design or education. Topics such as hormonal changes, fatigue, sleep disruption, chronic pain, and shifting energy levels are often treated as personal issues rather than normal, biological realities that affect how women function at work over time.
This information gap shows up in women’s day-to-day lives as silence and self-management. Women push through discomfort, exhaustion, and mental fog without clear guidance on what support exists or how to ask for it. Instead of being given tools or flexibility, they are often expected to perform exactly as they always have, even as their bodies change.
Without open conversation or workplace education, many women internalize these challenges as personal weaknesses rather than shared experiences. They adapt quietly, lower their expectations of themselves, or step back from opportunities not because they lack ability, but because the system offers little acknowledgment or support.
How does ageism and gender bias impact older working women?
Ageism and gender bias make it harder for older women to be promoted, trusted with decision-making, or seen as leaders, even though this is often when they have the most experience, perspective, and ability to guide teams effectively.
As women age, their experience is often undervalued and their visibility declines. Where confidence was once praised, it may be recast as being difficult. Where leadership was once welcomed, it may be questioned or overlooked.
Assumptions about productivity often shift as well. Older women may be seen as less energetic or less adaptable, even when their performance and outcomes remain strong. Rather than being recognized for efficiency, judgment, and depth of knowledge, they are measured against narrow standards that prioritize speed over impact.
These biases also affect perceptions of leadership and adaptability. Older women are less likely to be seen as future-focused or innovative, despite decades of problem-solving, change management, and resilience.
Near midlife, many women experience changes like perimenopause, energy shifts, sleep disruption, or chronic pain. Why are these experiences still so misunderstood or ignored in some workplaces?
As women approach midlife, their bodies go through real, sometimes challenging changes. Many workplaces still overlook or misunderstand these experiences because they are not visible and are rarely discussed openly. Managers may misinterpret these signs as a lack of focus, motivation, or commitment. Women are then left to cope quietly on their own, often feeling guilty or frustrated for simply responding to normal biological changes.
Beyond retirement plans, what benefits actively support aging bodies and long-term health at work?
The benefits that really make a difference as bodies age are those that make daily work life easier and healthier. Flexible schedules or the option to work from home give women the space to manage changes in energy, sleep, or midlife health without feeling behind. Paid time off allows them to rest when their bodies need it, helping prevent minor issues from becoming larger health problems.
Healthcare coverage is important, but the details are what really make a difference. Preventive care, support for hormonal changes, and help managing chronic conditions can have a huge impact on day-to-day life.
Are there benefits women might not realize are especially important during this stage of life?
Wellness programs, ergonomic support, mental health resources, and caregiver assistance can quietly transform how women experience work. These types of support can help women stay focused, productive, and comfortable, even while balancing family or caregiving responsibilities.
These benefits enable women to show up fully, perform at their best, and continue contributing their experience, insight, and leadership. When workplaces provide this kind of support, everyone benefits.
How can Employee Resource Groups (ERGs) start more honest, informed conversations about aging at work, without making women feel exposed or singled out?
ERGs can host workshops or lunch-and-learn sessions led by experts on topics such as midlife health, menopause, energy management, and caregiving. These sessions help normalize women’s experiences and provide practical tools to manage them in the workplace.
ERGs can also provide resources for private learning, such as guides, tip sheets, or anonymous surveys, so women can access information and share feedback safely.
Storytelling and case studies are another powerful tool. Sharing examples of how other women navigate midlife challenges at work creates a sense of community and shared experience, without singling anyone out.
The key is to frame aging as a workforce issue, not a personal problem. When ERGs focus on inclusion, support, and sustainable work practices, women feel seen and understood. These conversations reduce stigma, increase awareness across teams, and help workplaces adapt to the needs of experienced women, benefiting both employees and the organization.
How can employers better acknowledge aging in the workplace?
Flexible schedules, remote work options, and paid time off help women manage changes in energy, sleep, and health. Comprehensive health coverage, including preventive care, hormonal support, and chronic condition management, ensures they get the care they need to stay healthy and productive.
Workplace culture is equally important. Using inclusive language, recognizing experience, and setting realistic expectations help women feel valued and respected. Open conversations about midlife challenges normalize these experiences, reducing isolation and creating an environment where women can thrive without feeling singled out.
Practical tools and resources make a daily difference. Wellness programs, ergonomic adjustments, mental health resources, and caregiver support keep women comfortable and focused. Mentorship and ERGs provide guidance and community, giving women a safe space to share experiences.
When benefits, culture, and resources come together, aging becomes an opportunity rather than a challenge, empowering women to contribute their insight, experience, and leadership, benefiting the whole organization.
How can women advocate for their needs at work?
Women can begin by clarifying their priorities and identifying the support that would make the biggest difference, whether it’s flexible hours, health resources, or ergonomic adjustments. Knowing their needs gives them confidence to speak up.
Effective advocacy involves clear communication. Scheduling one-on-one conversations with managers, framing requests around productivity, and providing concrete solutions or examples ensures discussions are constructive. Documenting requests and outcomes can help keep the conversation objective and actionable.
Support doesn’t have to come from managers alone. Peer networks, mentors, and ERGs can provide guidance, advice, and a safe space to share experiences. By combining self-advocacy with supportive networks, women can ensure their voices are heard, their needs are met, and they can continue to contribute their insights and leadership, benefiting both themselves and the organization.
Ultimately, when organizations recognize and support women as they age, everyone benefits. Women feel seen, empowered, and able to contribute fully, and the organization gains their insight, experience, and leadership. Supporting women at this stage isn’t just good practice—it’s essential for long-term success.
