Menopause has significant implications for workforce productivity, attendance, retention and the ability of organizations to attract and retain experienced talent. Yet many Canadian employers are only beginning to understand these impacts and what they can do to address them. The House of Commons Standing Committee on the Status of Women is currently studying the Labour Force Impacts of Menopause and Perimenopause.
Pause Collective has submitted recommendations focused on helping Canadian employers move from awareness to practical, measurable action.
Our recommendations include:
• A coordinated national approach that recognizes menopause as a workplace and economic issue, not solely an individual health concern.
• Integrating ISO 45010:2026, the new international workplace guideline, into federal legislation and regulation, while working with provinces and territories to advance consistent workplace expectations.
• Practical implementation support to help employers address menopause through leadership practices, work design, HR policies and physical workplace environments.
• Measurement and accountability to assess the impact of workplace initiatives on employee well-being, productivity, attendance and retention.
The business case for action is compelling. Supporting employees through menopause is not simply about accommodation. It is about creating workplaces where experienced employees can continue to contribute, perform and thrive.
Employers don't need to wait for legislative change. Understanding their current workplace practices and identifying opportunities for improvement are valuable first steps and the signs of a strategic organization.
We welcome the Committee's work and encourage Board of Directors, business leaders, HR professionals and policymakers to consider how Canada can lead in this area.
📄 Read Pause Collective's submission
🏛️ Learn more about the parliamentary study
For business leaders: Is your organization prepared to address menopause as part of its workforce strategy?