ISO has published ISO 45010:2026, providing guidance for organizations on menstruation, menstrual health and menopause in the workplace.
At a time when Canadian businesses, governments and non-profits must improve performance, this is timely guidance. Canadian organizations are already bearing costs when menopause symptoms collide with workplaces that aren't designed to respond effectively through reduced productivity, absenteeism, attrition of key experienced employees, stalled talent pipelines and increased workplace and legal risk. The estimated annual cost of unmanaged menopause to the Canadian economy is $3.5 billion.
These costs often go unmeasured. An employee may remain at work but struggles to perform at her usual level. A valued leader may decline an opportunity when the organization needs her knowledge and experience to lead through a challenging issue. Someone may take short-term leave, or depart an organization years earlier than planned. A manager may struggle to provide appropriate support, increasing the likelihood of a grievance or human rights litigation.
The good news? There are practical things employers can do, often without significant cost, that can make a meaningful difference and deliver strong business benefits. Having reviewed the draft ISO guideline published last year and the final version issued September 1, 2026, I attest that it provides the practical rigour to make a difference for employees and the business.
ISO 45010 moves the conversation beyond hosting a lunch and learn. It encourages organizations to look systematically at work design, workplace culture and leadership, policies and practices, the physical work environment, privacy and disclosure, inclusion, and measurement.
For employers, some useful questions follow:
• Do we understand and have we quantified how menopause is affecting our workforce and our business?
• Are managers equipped to respond effectively?
• Do our policies and work practices enable practical adjustments?
• Are we retaining experienced women through this stage of their careers?
• Do we know where our biggest opportunities for improvement are? Where are our risks and costs?
• How well prepared are we for likely associated regulatory, occupational health and safety, legal and labour-relation changes?
Most organizations aren't starting from zero. The opportunity is to understand what's working, identify the gaps that matter, and focus investment where it can have the greatest impact.
At Pause Collective www.pausecollective.ca , we bring together business, workplace and medical expertise to address the business impacts of menopause to support employees and strengthen performance.
What would ISO 45010 mean for your organization?
If your organization needs to understand the risks, costs and opportunities of menopause at work, and is ready to act, let’s connect.
Originally shared on LinkedIn by Kathy Parslow. View the post and join the discussion.