Building a credible menopause program, past the myths and the marketing

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Table of Contents

Every women’s health conversation eventually reaches menopause, but most programs still treat it as an awareness gap to close with a webinar. The harder problem is getting women to strength train at all, and cutting through the myths and unregulated advice they have been given. 

We had a conversation with Samantha Levin, the wellness program advisor at wellness360 and what follows is unpacking the scale of the problem, the common exercise mistakes, and the how-to on building a credible program.

The scale of impact, and the awareness gap underneath it

It is bigger than most leaders assume, and it is measured in a few different ways depending on what you are looking at. Mayo’s 2023 data found 13.4% of women reported an adverse work outcome tied to menopause symptoms, and 10.8% actually missed work because of it. On the dollar side, two very different numbers circulate: $1.8 billion a year from Mayo, and $5 billion a year from a 2025 RAND study. Those are not contradicting each other, they are measuring different things. Mayo is counting direct lost work time from women who reported symptoms, whereas RAND is modeling the broader economic cost across the whole labor force: things like reduced hours, job changes, lost earnings. They are not additive. Use Mayo when talking about individual impact, and RAND when talking about the macro cost.

The scale is genuinely large. RAND estimates about 25% of the US labor force is in some phase of this transition at any given time. At a 5,000-person company that is about 1,200 people, a little more, give or take.

Here is a stat that always gets a reaction in the room: 76% of managers say they discuss menopause with employees, and only about 3% of women agree that the conversation happened. That is a huge gap, and it is not dishonesty on either side. Managers are counting any passing mention or policy rollout as discussing it. Women are only counting it if the conversation was specific, private, and actually actionable.

There is also an access problem underneath it all. KFF found only 4% to 13% of firms actually have vendor support in place, and only 11% of women even know their benefits exist in the first place. So before building anything new, awareness has to come first. There is no point in building supply when no one knows it is there.

The most common exercise mistakes, at every age

The number one mistake is doing more instead of doing it smarter. People hit a plateau and their instinct is to add volume when they actually need to train differently. Underfueling is a huge one, and it hides very well. Someone eating a salad and doing tempo runs shows up exhausted, not recovered, plateaued despite being in a calorie deficit, and assumes it is hormonal. A lot of the time it is just not fueling enough, and they do need to eat more. Telling someone to eat more is genuinely hard, it is a hard conversation to have. And to be clear: if there is any history of disordered eating, that conversation has to be handled clinically, not by a health coach. That means bringing in a registered dietitian, or mental health counseling.

Honestly, though, the biggest issue is not bad training, it is no training. Only 23.8% of women between 45 and 64 are meeting basic strength training guidelines. So before getting into the nuance of protein and training cycle syncing, people need to be doing the basics: progressive overload, consistently. For women who are already fit, the mistake flips. They add volume instinctively without progressive overload or real recovery, and for that group a coach’s job is often to subtract, not to add. And “I don’t have time” is often a proxy for something else, usually lack of enjoyment or support, not an actual scheduling problem.

For younger women, under one in four women between 45 and 64 are really doing strength training at all, and more women under 45 need to be doing it and building out muscle. As we get older and go through menopause, bone loss accelerates. Research from the SWAN study shows bone loss accelerates pre-menopause, starting a year before and running at roughly 2% a year for three years. So starting in your 30s to 40s does give you more leverage for strength training and progressive overload. But the bigger lever is not shifting the age everyone starts, it is closing the participation gap in the first place.

It is worth being precise about where the evidence is strong versus soft. It is solid for bone density, lean mass, strength, and functional training. It is weaker or mixed for depression, since a lot of those trials are not blinded, and for sleep, where aerobic exercise may actually beat resistance training, and for metabolic effects, where the effect on insulin resistance is small. What needs fixing is access and simplicity: short, supervised, low barrier training programs that help close the gap.

On myths, a new 2025 research study analyzing a biopsy study found no meaningful sex difference in response, on average. The field overcorrects on “women aren’t small men” rather than furthering the evidence that actually supports it. Only 12% to 13% of women have what you would call a textbook cycle, which undermines a lot of the cycle syncing programs being sold through apps and tracking devices. There is a whole list of overstated or outright invented protocols: female-specific protein timing windows, the claim that fasting destroys your hormones in four days, or sauna use for plasma volume, which actually traces back to a six-person study done on men. None of that holds up under scrutiny. What actually survives the evidence is refreshingly boring: eating enough, lifting progressively, sleep, and incorporating creatine. Creatine is a huge myth area, with women hearing it will make them gain a ton of weight or that it is not good for them, when it is actually really great to incorporate, especially alongside strength training.

For every myth there is a different product, test panel, course, or coach. To be direct: there is real deceptive marketing and financial exploitation in this space, and it is documented. TINA.org, BBC Panorama, and UCL research have all covered it. A huge market size number gets thrown around, $600 billion circulates a lot, but that is an outlier figure. Something in the $10 billion to $24 billion range is more credible, and it is better to avoid citing the bigger number altogether. On credentials, MSCP is the only certification that is clinically meaningful right now. “Menopause coach” as a title is completely unregulated and anyone can use it, which is why it shows up constantly on social media. For things like seed cycling or the Galveston diet, popular but unstudied, the honest framing matters more than a dismissive one: “no study exists” is a different claim from “this is fake.” What is actually worth spending money on is DXA bone density scans and grip strength testing. Grip strength testing is available at a lot of gyms when you sign up, and it can help gauge where you are falling and what you need to focus on. Skip the saliva panels and Dutch tests. They are not FDA cleared and they are not used in actual clinical practice.

What programs and leaders should actually do

Participation in corporate wellness programs sits at a median of around 20%, so program design matters a lot more than whatever incentive structure sits on top of it. The focus should be supervised strength training alongside education and coaching, especially during a time when women are going through these bodily changes. Add clinical referrals, and refer women out to the resources they need. It is not one piece, it is really building a whole program that can sustain those benefits. Education matters too, and a big thing to incorporate is a library of strength training and meditation videos that women can use at their desk or at home.

For leaders and managers, the task is to truly study and look up what is going on, and to be more understanding. Look up the metrics, do some research independently. That might mean incorporating more PTO, or understanding that some changes are needed. Women in menopause often go through body temperature shifts, so something as simple as getting them fans at their desks helps.

The biggest mindset shift to ask for is to stop treating women over 40 as one uniform, declining population instead of an individual story. They get grouped together, and that is hard for these women, because the average tells you almost nothing useful about the person in front of you.

So stop looking up “women over 40” and have the conversation with the individual instead: What do you need, and what can I provide to make sure you are successful in this workplace? No one wants these individuals to leave or get discouraged while going through these shifts in their hormones and their body. Leaders need to understand it, do some research on their own, and provide real resources and education for their employees rather than looking up a common term and expecting the person in front of them to fit in. Everyone is different.

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