Perimenopause and menopause cost your company money. Especially the former.
Perimenopause can begin as early as age 35, right in the middle of a woman’s career, often without anyone realizing what it is. This simulator distinguishes it from menopause, using well-sourced, customizable assumptions presented in three scenarios.
CE-marked Class I medical device
Personal data that is never accessible to the employer
More than 10,000 female users
Recognized by Femtech France, La French Care, Eurobiomed, and Medicalps
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Why Perimenopause Changes the Equation
Most calculators assume menopause is a single point in time. Perimenopause is a period lasting several years, and that is when the bulk of the impact on the workplace occurs.
She's at the height of her career
The years between 35 and 49 are crucial for securing leadership positions and promotions. According to studies, 5 to 8 percent of the women in this age group turn down a promotion because of their symptoms.
She doesn't have a name at work
Fatigue, brain fog, sleep issues, stress: these symptoms are often attributed to burnout. In your HR reports, they are lumped together under “absences due to fatigue or stress,” without ever being linked to their hormonal cause.
It lasts several years
On average, 4 years before the last period, sometimes much longer. It's a discomfort that sets in and builds up over time, not a one-time occurrence.
It weighs more per person
The loss of productivity measured during perimenopause is more than twice that observed after menopause, and it is primarily due to presenteeism, which is not reflected in conventional indicators.
The real issue isn't the hot flash
The impact on work begins before menopause and is initially felt through fatigue, difficulty concentrating, and stress. That is why this simulator includes women as young as 35.
Most Common Symptoms Among Ainoha Users
Data from Ainoha, based on an analysis of more than 10,000 profiles, September 2026. On average, 28.7 symptoms were tracked per woman, compared with about 5 in the literature.
Perimenopause is more of a burden than menopause
Loss of productivity at work (absenteeism and presenteeism), women aged 35 to 59, WPAI questionnaire. medRxiv preprint, 2026.
In the same study, the loss ranges from 3.4% among women with mild symptoms to 33.4% among those with severe symptoms. Presenteeism is the main driver of this loss, far ahead of absenteeism.
How Ainoha Affects Each of These Costs
Ainoha is not a substitute for a doctor or HR policy. It addresses the root causes of the problem: silence, daily discomfort, lack of access to care, and a lack of understanding from colleagues.
Putting into words what's happening
Each employee identifies and tracks her symptoms—an average of 28 per woman—and learns to distinguish between symptoms related to perimenopause and those related to menopause. All information is kept strictly confidential: the company never sees any individual data.
Addressing Fatigue, Sleep, and Concentration
Daily guidance from Aino, a companion that provides responses based solely on scientific principles, along with programs for sophrology, self-hypnosis, yoga, nutrition, and physical activity.
Come to your appointment with a clear assessment
The patient shares her progress with her healthcare provider. Ainoha is already being used in university hospitals and health centers to monitor patients between appointments.
Train those around us
Short videos tailored to each audience (managers, all employees, affected female employees, HR), featuring a midwife, a gynecologist, a nurse, an occupational physician, and an occupational psychologist.
Follow the process without monitoring anyone
The Ainoha Corp dashboard presents anonymous, aggregated metrics to guide the rollout and support your commitments to workplace well-being and workplace equality.
A medical device, not a wellness app
Ainoha is a CE-marked Class I medical device used by more than 10,000 women and available in 8 languages for your websites in France and abroad.
Method and Sources
Three cost items, calculated separately for women aged 35 to 49 and 50 to 60, using the human capital method: one lost day is equivalent to one day’s gross salary, based on 218 days worked. The employer does not know the hormonal stage of its female employees; age is therefore used as a proxy for that stage.
- Presenteeism: women in each age group × additional productivity loss specific to the phase × gross salary. The ratio between the two phases mirrors that measured in the medRxiv 2026 study (9.8 points during perimenopause, 4.2 points after menopause).
- Absenteeism: women aged 35 to 60 × percentage of time off due to symptoms × number of days off × cost per day.
- Turnovers: The studies measure the cumulative proportion of women who left their jobs during the entire transition period. We normalize this to a single year by dividing it by 7.4 years—the median duration of vasomotor symptoms in the SWAN cohort—and then multiply it by the cost of a single turnover.
Why our figures are lower than those of other calculators
For the same company, you'll find estimates online that are two to three times higher. Our assumptions are intentionally more conservative, so that the figure will hold up under financial oversight.
Departures are calculated on an annual basis. The surveys measure the proportion of women who left their jobs during the entire transition period, which lasts several years. Applying this rate each year would result in counting the same departures multiple times. We divide it by the median duration of symptoms, which is 7.4 years.
Only the loss attributable to symptoms is counted. Some loss of productivity occurs among all female employees, whether or not they have symptoms. We consider only the measured difference between the affected women and the others.
The days of absence refer to those who take time off work. About one in ten women misses work because of her symptoms, with a median of 3 days per year. We do not apply these days to all women with symptoms.
The employer's total cost is included. In contrast, we include employer contributions, which some calculations omit.
Testing hypotheses against real-world data. Using the Ainoha Corp dashboard and anonymous, aggregated data from our users, we test these hypotheses against the reality of the companies we support and regularly update the simulator.
Here's a simple test: look at how many departures a calculation predicts per year, and compare that number to your actual turnover.
What This Simulator Doesn't Tell You
- It provides an order of magnitude, not a precise measurement: the studies are based on self-reports from female employees, and several were conducted in the United Kingdom or the United States.
- The figure of 10 percent for departures (Fawcett Society) is discussed by female researchers at the LSE: it is used here solely as an upper limit.
- The 2026 medRxiv study is a preprint that has not yet been peer-reviewed.
- The loss of productivity measured by the WPAI questionnaire includes a small portion of absences that are already counted as absenteeism: there may be a slight instance of double-counting in the “moderate” and “high” scenarios.
- In the absence of data broken down by phase, absenteeism and resignations are treated the same for both age groups. Only presenteeism is treated differently.
- Age is an approximation: the 35- to 49-year-old age group includes women who are not yet in perimenopause, which may overestimate the cost for this group, and some women aged 50 and older are still in perimenopause.
- The costs of turning down a promotion (5 to 8 percent, according to various studies) are not quantified in euros due to the lack of a robust methodology.
References
- Faubion S. et al., “Impact of Menopause Symptoms on Women in the Workplace,” Mayo Clinic Proceedings, 2023. Link
- "The Hidden Productivity Toll of Perimenopause," medRxiv preprint, 2026. Link
- Whiteley, J., et al., *Journal of Women's Health*, 2013, cited in *Menopause, Women, and the Workplace*, *Climacteric*, 2025. Link
- OpinionWay for Astellas, survey of 1,006 women, 2025. Link
- CIPD, “Menopause in the Workplace,” 2023. Link
- Fawcett Society, *Menopause and the Workplace*, 2022. Link. Review: *LSE Business Review*, 2025. Link
- Hardy C. et al., "Impact of Menopausal Symptoms on Work and Careers," *Occupational Medicine*, 2023. Link
- Avis N. et al., “Duration of Menopausal Vasomotor Symptoms (SWAN Cohort),” JAMA Internal Medicine, 2015.
- INSEE, population by sex and age as of January 1, 2026, employment rate for 2025, and wages for 2024.
- Ainoha internal data, 756 profiles analyzed, April 2026.
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- Page 1: Your detailed simulation, with all metrics, your data, and the assumptions made.
- Pages 2 and 3: Why perimenopause changes the calculation and how Ainoha affects each cost
- If you wish, we can discuss the simulation with you to refine it.
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