https://marciajonesnp.com/insights daily 0.75 2026-09-21 https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/5837932e-ffbd-4727-b6ae-399ba48ca42e/Image+31.jpeg https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/1694717016375-JS835WQ8NY6AY5FM5MPK/image-asset.jpeg https://marciajonesnp.com/insights/whywomenshealthisnowaworkplacepriority monthly 0.5 2026-09-21 https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/e731370c-a794-43f9-b3fc-eb56a9e1a672/Image.jpeg INSIGHTS - Why Women’s Health Is Now a Workplace Priority - Make it stand out Women’s Health Is Entering the Workplace: Why HR and Benefits Leaders Should Be Paying Attention Across the country, women’s health is moving from a private conversation to a workforce conversation—and employers have an opportunity to get ahead of it. For decades, workplace health benefits have addressed many of the predictable health needs employees experience throughout their careers. Pregnancy, parental leave, preventive care, mental health, chronic disease management and wellness have all gradually found their way into benefits strategies and workplace policies. Yet one significant stage of a woman’s life has remained largely absent: midlife. That is beginning to change. Across the United States, employers, state governments, policymakers and benefits leaders are beginning to recognize that perimenopause and menopause are not simply personal health issues women should be expected to manage quietly outside the workplace. They can affect sleep, energy, concentration, mood, metabolic health and overall well-being during the same years many women are reaching the height of their professional experience. And the movement is accelerating. States Are Beginning to Act Michigan offers one of the clearest examples of what may be coming. In March 2026, the Michigan Women’s Commission released its Menopause Memorandum following a statewide initiative that included community conversations, workplace surveys and input from more than 2,500 women. The commission specifically recommended that employers educate employees about perimenopause and menopause, provide trusted resources, review workplace policies and benefits through a midlife women’s health lens, consider low-cost accommodations, and provide menopause-awareness training for supervisors and HR professionals. Michigan's approach is especially important for HR leaders because it moves the issue beyond healthcare alone. The state's recommendations explicitly connect menopause with workforce participation, retention and economic growth. Other states are moving in similar directions, although the approaches differ. New York currently has proposed legislation that would require employers to provide at least five days of leave during a 12-month period for employees experiencing menopause symptoms and would direct the state to develop menopause-related workplace guidance. Separate proposed legislation addresses discrimination and awareness of employee rights involving menstrual, perimenopausal and menopausal conditions. These proposals remain in committee as of September 2026, so they are not current employer mandates—but their introduction demonstrates how quickly the policy conversation is developing. Massachusetts is also considering significant legislation addressing perimenopause and menopause care. A current bill would establish a commission to examine access to care, insurance coverage, medical education and the impact of menopause on the workforce. Earlier versions also included substantial workplace provisions addressing accommodations and discrimination. Rhode Island has gone further. Its employment protections were expanded to include menopause-related conditions, making workplace accommodations part of the conversation rather than simply an optional wellness initiative. SHRM now identifies Rhode Island as the first state to mandate employer menopause accommodations, while other states are addressing menopause through insurance coverage and related health policy. What we are seeing is not one uniform national mandate. It is something employers should arguably pay just as much attention to: a pattern. Employers Are Moving Too Government is not the only place this shift is occurring. According to SHRM's 2026 Employee Benefits Study, 27% of employers now offer menopause support or resources, up from 18% the previous year. The study included 5,472 organizations. Benefits can include access to menopause specialists, hormone therapy coverage, pelvic-floor care, education and menopause-specific leave. That is a significant increase in a single year. Major employers are already incorporating midlife health into their benefit strategies. Bank of America, for example, provides eligible employees and covered family members with menopause and midlife health support that includes access to providers, educational resources and peer communities. This is how workplace benefits often evolve. What initially appears to be a specialized benefit begins gaining attention as employers recognize the workforce affected, employees begin asking for support, evidence accumulates and policymakers become involved. We have seen similar evolutions with mental health benefits, fertility coverage, parental leave and caregiver support. Women’s midlife health appears to be entering that same conversation. Why HR Leaders Should Care Before They Are Required To The business case deserves attention. A Mayo Clinic study estimated that menopause symptoms are associated with approximately $1.8 billion annually in lost work time in the United States and $26.6 billion when medical expenses are included. More recent research reinforces the connection between women's health and their careers. Gallup and Pivotal reported in September 2026 that more than 40% of U.S. women surveyed said their health had limited their careers in some way. Among women who were unable to get the healthcare they needed, that number increased to 66%. This matters because the women experiencing midlife health changes are often not at the beginning of their careers. They may be department heads, nurses, managers, executives, educators, engineers, clinicians, supervisors and senior professionals. They carry relationships, expertise, leadership ability and institutional knowledge that may have taken organizations decades to develop. When one of these women reduces her hours, turns down a promotion, steps away from leadership or leaves an organization entirely, the employer does not simply lose an employee. It may lose experience that is difficult and expensive to replace. This Is Bigger Than Adding a Menopause Benefit There is another important distinction HR and benefits leaders should understand. Addressing women's health in the workplace should not simply mean purchasing another benefit and adding it to an employee portal. A company can technically offer menopause support while employees remain unaware it exists, managers do not understand the issue, workplace culture discourages women from discussing health concerns, and the organization's existing policies unintentionally create barriers. Bank of America research previously found that 64% of working women wanted menopause-specific benefits, while only 14% believed their employers recognized the need. Even where benefits existed, awareness and utilization remained low. That gap is important. The next generation of women's workplace health requires more than a benefit. It requires education, culture, benefits, leadership awareness and practical workplace support working together. That does not mean employers should diagnose women, practice medicine in the workplace or create policies that single women out. It means organizations can understand a predictable health transition affecting a meaningful portion of their workforce and ensure their systems are prepared to support employees appropriately. Being Proactive Is the Opportunity For HR and benefits leaders, the question should not simply be: “Are we legally required to do this yet?” A better question is: “Is our organization prepared for where women's health and workplace expectations are heading?” Forward-thinking organizations have an opportunity to examine their benefits before employees discover gaps themselves. They can educate managers before uncomfortable situations occur. They can assess whether women actually know how to access the resources already available to them. They can identify simple accommodations that may help an experienced employee continue performing at a high level rather than quietly struggling. And they can listen. The employers that approach this thoughtfully are not lowering performance expectations for women. They are recognizing that supporting health can help experienced women continue meeting those expectations. That is an important distinction. Women’s Health Is Becoming a Workforce Strategy For years, menopause was largely treated as something women dealt with privately. That era is changing. States are studying it. Legislatures are introducing bills. Employers are expanding benefits. HR organizations are tracking menopause support as an emerging benefits category. Women themselves are increasingly asking why such a predictable stage of life has been almost invisible within workplace health strategies. This should be on the radar of every HR leader, benefits director and executive responsible for workforce planning. Not because every organization needs to implement the same program. Not because every woman experiences midlife in the same way. And not simply because legislation may be coming. It matters because organizations invest enormous resources in recruiting, developing and retaining talented people. Ignoring a health transition affecting experienced women during some of their most valuable professional years is increasingly difficult to reconcile with that investment. Women’s health isn’t just a healthcare issue. It’s a workforce strategy. When women thrive, organizations thrive. Is Your Workplace Ready? Organizations do not have to wait for legislation or a retention problem to begin this conversation. I work with organizations to assess how well their current benefits, workplace culture, leadership education and employee resources support women through midlife—and to identify practical opportunities for improvement. If women’s health is not yet part of your workforce strategy, now is an excellent time to start the conversation. Invite me into the conversation at your organization. Marcia Jones, NP is a women’s health expert, speaker and creator of the U.N.I.Q.U.E. Woman Workforce Method™, helping organizations address the overlooked health challenges of midlife and create workplaces where experienced women can continue to thrive. https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/0fcbcc71-0bb4-4dca-a1f1-31643a45862b/Marcia+Jones+NP+-+Final+Branding_Heart+in+Hands+-+Logo-13.png INSIGHTS - Why Women’s Health Is Now a Workplace Priority - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://marciajonesnp.com/insights/midlifewomenshealthworkplace monthly 0.5 2026-09-21 https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/f3fcec51-94c7-46a3-8bd8-397d940330af/ChatGPT+Image+Sep+16%2C+2026+at+03_33_46+PM.png INSIGHTS - The Cost of Doing Nothing: Why Midlife Women’s Health Is a Workforce Issue - Make it stand out Modern healthcare and workplace wellness must begin addressing what they have overlooked for far too long. For years, employers have invested heavily in workplace wellness with familiar goals: reduce healthcare costs, improve productivity, decrease absenteeism, prevent disease, and retain valuable employees. We count steps, offer biometric screenings, encourage exercise and stress management, and remind employees to complete annual physicals and preventive screenings. These efforts have value, but they also reveal a significant gap in how we think about women's health in the workplace. We have made important progress in recognizing that women have specific health needs during pregnancy and postpartum. Employers increasingly understand that supporting women during these stages can influence health, attendance, engagement, and retention. Yet somewhere after the childbearing years, that intentional focus on women's health largely disappears. Women enter their 40s and 50s, often at the height of their professional experience, while simultaneously entering one of the most significant physiological transitions of their adult lives. This is where HR, benefits, wellness, and organizational leaders need to pay attention. Midlife women are leading departments, managing teams, mentoring younger employees, caring for patients, making executive decisions, and carrying decades of institutional knowledge. They are not a marginal workforce population. In many organizations, they represent some of the most experienced and difficult-to-replace talent in the building. At the same time, some of these women are navigating disrupted sleep, changing energy, hot flashes and night sweats, changes in mood, cognitive concerns, changes in body composition and metabolism, and a stress response that may feel very different from what they experienced a decade earlier. The challenge is that these changes do not always arrive together, and they do not necessarily announce themselves as perimenopause. The Midlife Transition Can Be Difficult to Recognize One of the reasons midlife women's health remains so poorly addressed is that perimenopause can be confusing. Many women still associate menopause primarily with hot flashes and the end of menstrual periods. In reality, the transition can begin years before the final menstrual period, and symptoms vary considerably from one woman to another. A woman may still be menstruating regularly and begin noticing that she no longer sleeps through the night. She may struggle to retrieve words as quickly as she once did, feel unusually exhausted in the afternoon, notice changes in her body despite maintaining the same habits, or find that stress seems harder to tolerate and recover from. Another woman may experience anxiety, mood changes, headaches, palpitations, night sweats, or changes in her menstrual cycle. None of these symptoms should automatically be attributed to hormones, because other medical conditions can cause similar concerns and appropriate evaluation matters. But women also need enough education to recognize that the hormonal transition of midlife may be part of the conversation. This is particularly important during perimenopause because ovarian hormone production can fluctuate rather than simply decline in a predictable, linear fashion. A woman may have a good month followed by a terrible month. She may assume she needs to work harder, sleep more, eat less, exercise more, or simply tolerate what she is experiencing. She may not connect the dots, and neither may the people around her. From a workforce perspective, this matters because the earliest organizational impact may not look like absenteeism at all. It may look like a highly capable woman working increasingly hard to maintain the same level of performance while quietly wondering why everything suddenly feels more difficult. The Economic Data Are Becoming Difficult to Ignore The growing body of workforce research suggests that this is not simply an individual health issue. A 2023 Mayo Clinic study involving 4,440 employed women ages 45–60 estimated that menopause symptoms account for approximately $1.8 billion in lost work time annually in the United States. When medical expenses were included, the estimated annual economic impact reached $26.6 billion. In that study, 13.4% of participants reported at least one adverse work outcome related to menopause symptoms, while 10.8% reported missing work because of their symptoms. Those numbers should capture the attention of healthcare leaders, human resource executives, benefits professionals, and anyone responsible for workforce strategy. At the same time, they need to be interpreted appropriately. The study population was predominantly White and was drawn from women receiving primary care through Mayo Clinic sites, and the researchers noted the need for larger and more diverse studies. The numbers should not be used to suggest that every midlife woman experiences workplace impairment. They demonstrate something more important: for a meaningful subset of women, symptoms can become significant enough to affect work. Earlier U.S. research also found higher medical, pharmacy, and sick-leave costs among employed women diagnosed with menopause symptoms compared with matched controls. Researchers reported lower measured productivity in the diagnosed group as well. Taken together, these studies raise an important question for employers: how much of the cost associated with midlife health is already being absorbed without ever being identified as a women's health issue? Sleep provides an especially useful example. Midlife sleep disruption can arise for many reasons, but it is also commonly reported during the menopause transition. Research using data from the U.S. Study of Women's Health Across the Nation found an association between new-onset sleep disturbances and employment outcomes among working midlife women. The researchers estimated approximately $2.2 billion annually in lost productivity associated with new-onset sleep disturbances among U.S. women ages 42–64. As with much of the emerging research in this area, the study was observational and has important limitations. It does not prove that sleep disturbance caused women to leave employment. What it does demonstrate is that sleep in midlife deserves to be taken seriously as both a health issue and a potential workforce issue. The Cost May Be Hiding in Plain Sight Traditional workforce metrics tend to capture what happens after a problem has become visible. Organizations measure absenteeism, healthcare utilization, engagement, disability, turnover, and recruitment costs. Those numbers are important, but they may miss what happens months or even years before an experienced employee finally appears on one of those reports. Consider the woman who has not slept well for months but continues to manage a department. Her concentration is not as sharp as it once was, her energy drops dramatically in the afternoon, and she notices that she is working harder to accomplish tasks that previously felt routine. Perhaps she is also caring for aging parents, raising teenagers, managing a household, or carrying significant leadership responsibilities. She does not necessarily call in sick. She continues showing up, attending meetings, caring for patients, answering emails, making decisions, and meeting deadlines. Because she is still producing, the organization may never recognize what is happening. This is where presenteeism becomes important. Productivity loss does not always occur because an employee is absent. Sometimes an employee remains at work while functioning below her usual capacity or expending substantially more effort to maintain it. In the case of a highly experienced employee, that struggle may remain invisible for a long time because experience itself helps her compensate. Eventually, however, something may give. She reduces her hours, turns down a leadership opportunity, begins using more sick time, decides she can no longer tolerate the demands of her position, or leaves altogether. At that point, an organization may classify the outcome as burnout, turnover, retirement, or a personal decision without ever asking whether health played a role. That is why the cost of doing nothing can be so difficult to calculate. It is scattered across multiple workforce metrics rather than appearing neatly on a financial statement labeled midlife women's health. Midlife Women Are Not the Problem. Losing Their Experience Is. This conversation must be approached carefully because the last thing women need is another reason for employers to view age or female biology as a professional disadvantage. Not every woman experiences significant symptoms during perimenopause or menopause, and women should never be presumed less capable because of their age or reproductive stage. The purpose of addressing midlife women's health is exactly the opposite. These women may represent some of an organization's strongest assets. They carry leadership experience, professional judgment, relationships, specialized knowledge, and institutional memory that can take decades to develop. Replacing that experience is neither easy nor inexpensive. We have already recognized the importance of supporting women through pregnancy and postpartum because those health transitions can intersect with work. That progress should not stop when the childbearing years end. Women's health continues to change across the lifespan, and supporting women through midlife should be viewed as part of the same continuum. For HR and wellness leaders, that requires a shift in perspective. The question is not simply, Should we offer a menopause benefit? The better question is, Do we understand the health needs of experienced women well enough to create a workplace where they can continue to perform, lead, and remain? Workplace Wellness Needs to Evolve With Women A comprehensive midlife women's health strategy should also be broader than menopause alone. Hormonal changes occur within a much larger physiological and lifestyle picture that includes sleep, nutrition, muscle and bone health, metabolic health, cardiovascular risk, stress and recovery, cognitive concerns, and healthcare literacy. Women also need to understand when symptoms warrant further medical evaluation rather than assuming everything they experience is hormonal. This is one of the limitations of generalized wellness programming. Telling a 48-year-old woman to increase her daily steps is not the same as helping her understand the importance of maintaining muscle mass and bone health as she ages. Offering a generic stress-management webinar is not the same as teaching her how sleep, recovery, life demands, and changing physiology can intersect. Encouraging annual preventive care is important, but an annual physical alone does not guarantee that a woman understands what is changing or knows what questions to ask when she no longer feels like herself. Education can help bridge that gap without turning the employer into the healthcare provider. Employers should not diagnose menopause, interpret laboratory results, recommend hormone therapy, or insert themselves into private medical decisions. Those decisions belong between a woman and her qualified healthcare professional. The employer's role is to create access to credible education, appropriate resources, informed leadership, and a workplace culture where women can seek support without being forced to disclose private medical information. This distinction is especially important in healthcare systems. Nurses, nurse managers, clinical leaders, administrators, and executives can spend decades caring for other people while receiving surprisingly little education about their own changing health. A nurse may recognize the symptoms of dozens of diseases in her patients and still not understand why she suddenly cannot sleep, cannot recover from stress in the same way, or no longer recognizes how her own body is responding. Healthcare organizations have an opportunity to address that disconnect within their own workforce. The Conversation for HR and Wellness Leaders Needs to Change A keynote or workshop can begin this conversation, but meaningful change cannot depend entirely on bringing in an outside speaker once a year. Organizations need sustainable ways to understand what women are experiencing, provide credible education throughout the year, equip internal leaders and champions, evaluate existing benefits and wellness resources, and connect employees with qualified healthcare resources when their needs extend beyond workplace education. That does not mean every employer needs to create a large menopause program. It means organizations with a significant population of women in midlife should understand whether their current workforce strategy reflects the realities of the people they are trying to retain. HR, benefits, and wellness leaders should be asking whether midlife women understand the changes that can occur during perimenopause and menopause, whether managers have enough knowledge to respond appropriately without crossing into medical territory, and whether current wellness programs actually address women's needs across the lifespan. They should also examine whether they are measuring absenteeism while overlooking presenteeism and whether experienced women are quietly compensating for health challenges until they reach the point of burnout, reduced hours, career changes, or departure. Most importantly, organizations should begin asking a question that has been missing from the workplace wellness conversation: What are we already paying for because we have not addressed this? The financial impact of midlife women's health does not begin when an organization decides to fund a women's health initiative. Some organizations may already be absorbing those costs through healthcare utilization, lost work time, reduced productivity, turnover, recruitment, and the loss of experienced employees. The opportunity is to determine whether some of that investment can be redirected upstream toward education, prevention, appropriate support, and better access to resources. We have spent years learning how to better support women as they enter motherhood. It is time to bring the same level of attention to another major transition in women's lives—not because midlife women are a problem to solve, but because their health, experience, leadership, and continued contribution are worth preserving. This is not about accommodating weakness. It is about preserving strength. For HR, benefits, and wellness leaders, midlife women's health should no longer sit at the edge of the wellness conversation. It belongs in discussions about workforce health, leadership development, retention, benefits strategy, and organizational performance. Women's health isn't just a healthcare issue. It's a workforce strategy. When women thrive, organizations thrive. Start the Conversation in Your Workplace If your organization is beginning to ask what better support for midlife women could look like, I welcome the conversation. Together, we can look at what your female workforce may be experiencing, where your current wellness strategy may be leaving gaps, and what meaningful education and support could look like within your organization. Let’s start the conversation about women’s health in your workplace. Marcia Jones, NP Women’s Health Expert | Speaker | Workforce Health Strategist Women’s Health. Modern Healthcare. Stronger Workplaces. https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/0fcbcc71-0bb4-4dca-a1f1-31643a45862b/Marcia+Jones+NP+-+Final+Branding_Heart+in+Hands+-+Logo-13.png INSIGHTS - The Cost of Doing Nothing: Why Midlife Women’s Health Is a Workforce Issue - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://marciajonesnp.com/insights/womenshealthwellnessprevention monthly 0.5 2026-09-16 https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/e17e0910-a89e-4597-8157-aba7907e5fed/Image.jpeg INSIGHTS - The Wellness Program Is Outdated. Women Deserve Better. - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://images.squarespace-cdn.com/content/v1/64b015a37f41fa3e8c85bff3/0fcbcc71-0bb4-4dca-a1f1-31643a45862b/Marcia+Jones+NP+-+Final+Branding_Heart+in+Hands+-+Logo-13.png INSIGHTS - The Wellness Program Is Outdated. 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