Menopause support in law firms is often overlooked, and it comes at a cost. Here are five practical steps for building a culture where women can thrive at all stages of their careers.
Table of contents
- Is Your Law Firm Menopause-Friendly?
- 1. Offer Medical and Health Support for Menopause-Related Health Issues
- 2. Build Flexibility into Work Schedules for All Employees for All Health-Related Needs
- 3. Educate Leadership and the Workforce on the Medical Facts of Menopause
- 4. Enhance Mental Health and Wellness Resources for Menopause-Related Symptoms
- 5. Start with a Pilot Program and Scale Up
- An Opportunity to Lead with Compassion and Strategy
- The Lawyer, The Lion & The Laundry
Is Your Law Firm Menopause-Friendly?
Practicing law is demanding, fast-paced and often unrelenting — traits that make it challenging, especially when navigating a major life transition like menopause. Despite being a natural phase of life, menopause is rarely addressed in workplace policies, leaving many women to manage symptoms like hot flashes, brain fog, and fatigue in silence. For law firms that pride themselves on excellence, equity and retention of top talent, this silence comes at a cost.
As more organizations begin to prioritize inclusive health and wellness benefits, law firms have an opportunity to lead the way.
By implementing thoughtful menopause support, your law firm can enhance employee well-being, reduce attrition, and build a culture where women can thrive at every stage of their careers. Here are five practical steps law firms can take to start supporting female employees through menopause.
1. Offer Medical and Health Support for Menopause-Related Health Issues
The foundation of effective support for all health issues, including menopause, begins with access to comprehensive healthcare. Law firms can start by ensuring that their health insurance plans cover treatments commonly used to manage menopause symptoms, such as hormone replacement therapy (HRT), medications for mood-related symptoms like depression and anxiety, and regular bone density screenings.
In addition to traditional medical coverage, law firms can partner with telehealth providers that specialize in women’s midlife health. These services offer virtual access to menopause-trained clinicians, making support more accessible for busy professionals with demanding schedules.
Firms can also offer annual wellness stipends that employees can use as they see fit. The stipends should be offered for many kinds of care, including menopause-related care, such as acupuncture, nutritional consultations, or fitness programs tailored to hormonal health. These benefits signal that the firm recognizes menopause as a legitimate health consideration, not a personal issue to be managed in silence.
By openly addressing the medical facts of menopause, law firms not only support the health of their attorneys and staff but also foster a culture where women feel seen, heard and valued.
2. Build Flexibility into Work Schedules for All Employees for All Health-Related Needs
Like symptoms for many health-related issues, symptoms for menopause can be unpredictable — sleepless nights, sudden hot flashes, or overwhelming fatigue can make a standard 9-to-9 law firm schedule even more grueling. That’s why flexibility is one of the most impactful (and low-cost) ways firms can support their employees (of all genders).
Law firms can start by offering remote or hybrid work options for those managing more severe symptoms. Even a temporary shift in schedule can help employees recover, manage stress, or attend medical appointments without feeling penalized and without affecting their productivity and job performance. For those working in the office, private rest areas or wellness rooms can offer a reprieve when symptoms strike unexpectedly.
Another key move firms can make is introducing additional wellness leave or explicitly including menopause under existing sick leave policies. This simple policy update removes the awkwardness of explaining absences and sends a clear message: The health and well-being of all employees matters.
By building in flexibility, law firms make it easier for everyone, not just menopausal women, to maintain high performance without sacrificing their health. This is a practical, compassionate step that strengthens retention and trust, especially for mid-career professionals who might otherwise consider leaving the firm.
3. Educate Leadership and the Workforce on the Medical Facts of Menopause
While menopause is a common life stage, it’s often surrounded by silence, stigma or misunderstanding — especially in traditionally male-dominated industries. Creating space for open, informed conversation is key to normalizing the experience and fostering a culture of support and inclusion.
Law firms can begin by hosting educational sessions for all employees — not just those directly impacted by menopause. Webinars, guest speaker, or lunch-and-learns can introduce the basics of menopause, debunk myths, and highlight how it affects people differently. These sessions not only provide information but signal that the firm values inclusion and understanding.
Equally important is equipping HR teams and firm leaders with the tools to offer appropriate support. Managers should be trained to handle sensitive conversations with empathy and discretion, while HR policies should clearly outline what accommodations are available. The goal isn’t just education, it’s cultural change.
4. Enhance Mental Health and Wellness Resources for Menopause-Related Symptoms
Menopause isn’t just physical. It can bring emotional challenges like mood swings, anxiety and even depression. Lawyers of all genders are at greater risk for depression and anxiety than the general population. For menopausal women navigating high-stakes legal careers, the risks can be even higher and the fluctuations can feel destabilizing.
Firms should ensure that their employee assistance programs (EAPs) offer therapists or coaches who understand menopause-specific issues. Also available are platforms with which law firms can contract to provide menopause-informed mental health support. When women know they have access to empathetic professionals, they’re more likely to seek help early, before issues become work-affecting problems.
Firms can also integrate menopause into broader firm wellness campaigns. Whether it’s a wellness month initiative or a firmwide newsletter, consistent messaging can help reduce the sense of isolation many women feel during this transition.
5. Start with a Pilot Program and Scale Up
One of the best ways to introduce new HR support, such as menopause support, is to start small, test what works and build from there.
Law firms can consider launching a pilot program with a single practice group or regional office. Begin by offering flexible work options, hosting a webinar, or adding menopause-specific counseling to the firm’s health plan. Use confidential surveys and one-on-one feedback to assess what’s most helpful and what’s missing.
Once insights and data have been gathered, expand the program incrementally. Include menopause support in firmwide DEI or wellness initiatives, and make it part of the firm’s recruiting and retention messaging. These policies will demonstrate a commitment to long-term, people-first leadership, attract more women to the firm, and ensure all workers feel valued and included.
An Opportunity to Lead with Compassion and Strategy
Supporting women through menopause isn’t just an act of compassion — it’s a smart, forward-thinking business strategy. Law firms that prioritize this kind of inclusive care will gain an edge in retaining experienced talent, improving employee satisfaction, and building a stronger, more resilient workplace.
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The Lawyer, The Lion & The Laundry
Join lawyer and certified health coach Jamie Jackson Spannhake in an enlightening journey. Learn how to “choose, act and think” in ways that will clarify your desires and set priorities so you can reclaim your time and enjoy your life.
