Menopause Benefits for Employers in Brazil

Written by Anna Haotanto, Founder, Zora Health. Last reviewed: November 2026. General information, not legal or medical advice. This guide covers what your employees go through, what care costs, what the rules ask of you and how to build menopause support.

Why menopause is a business problem for employers

Menopause rarely announces itself at work. It looks like a senior manager who slept four hours, a wave of heat in the middle of a client meeting, a word that will not come in front of the board. Symptoms come and go for years. Many women do not link them to menopause, and fewer tell their manager.

So the cost stays out of your reports. It shows up instead as:

• Careers cut short. In the Astellas Experience and Attitudes in Menopause survey, run in six countries including Brazil, 7% of Brazilian women had left their careers because of symptoms and 6% had lost raises or promotions (VIVA, citing Astellas and Opinium).
• Lower performance. In the same survey, 47% reported a negative impact on their work and 26% reduced productivity.
• Lost workdays. Instituto Esfera estimates about 1.9 million women a year lose workdays to symptoms, with absenteeism losses that could exceed R$2 billion a year. This is a modelled estimate (Medicina S/A, March 2026).
• Unequal access. In a 2025 Reds Research survey of 837 women aged 40 to 65, 82% had symptoms but only 12% used hormone therapy, and 45% used no treatment (Medicina S/A, February 2026).

What employers gain

What menopause care costs, and what the state pays

In the public system (SUS), menopause care is coordinated by primary care. Some formal employees also have a private health plan through work.

SUS care from the Ministry of Health technical note 72/2026; private fees from Doctoralia, a sample of listed prices. We could not confirm private health plan coverage rules for menopause care. These are published examples, not guaranteed current prices: actual costs depend on cover, clinic, doctor and treatment, so confirm fees with the provider before budgeting.

Diagnosis lags far behind need. About 30 million women are in the menopause age range, yet fewer than 250,000 had been diagnosed through the SUS by 2025.

Source: Agência Gov, September 2025. Fiocruz is updating the national menopause guideline. For employers, the practical opportunity is to help employees recognise their symptoms, understand their options and reach appropriate clinical advice sooner.

Menopause support that fits your workforce and budget

You do not need to overhaul your existing health insurance to support employees through menopause. Start with awareness and manager education, add confidential one-to-one support, or introduce a fuller programme across your offices. There is no minimum company size.

Where included in the employer programme, eligible employees can use talks and care navigation without paying Zora a separate fee. Care navigation allowances are set in each proposal. Treatment and other third-party costs are paid separately, either by employees or through the allowance their employer provides.

Optional add-ons can be added to any programme, subject to availability: hormone diagnostics and telehealth with specialists. Pricing is tailored to your headcount, your countries and the services you choose. Most companies start with a single talk.

Request a proposal See how Zora works for employers

Plan your menopause benefit budget

Already have corporate health insurance? Here is where Zora fits

Your medical plan may cover some consultations and treatment. Employees still need to recognise their symptoms, understand their options and find a doctor who knows menopause care, and many never get that far.

Zora works alongside your existing insurance and benefits. We help employees get reliable information, navigate their care options and reach suitable specialists, and we give HR manager training, policy templates and, on the Complete programme, anonymised reporting. You strengthen menopause support without replacing your medical plan.

How Zora works

For your employees

Employees join the Zora app with a company code, or single sign-on for larger teams. They can learn about perimenopause and menopause, understand what your benefit covers, book a confidential care navigation call and find partner doctors and specialists.

For HR

1. Kick-off, week 1. Agree goals, countries and which employees are eligible.
2. Policy and benefit design, weeks 2 to 4. Draft or update your menopause policy and flexible work guidance using our templates.
3. Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
4. Live support. Employees book care navigation calls and use the Zora app.
5. Reporting, every 3 months, on the Complete programme. Anonymised usage, common themes and our recommendations, reviewed with your account manager.

Privacy

On the Complete programme, HR receives anonymised, aggregated reports only: how many employees used the programme, which services they used and the common themes. On every programme, HR never sees an individual employee’s health information, bookings or test results, and employees can get help without telling their manager. Employee data is stored on Amazon Web Services in Singapore and handled in line with Singapore’s Personal Data Protection Act.

Clinics and doctors in Brazil

Zora’s clinic and doctor directory does not list providers in Brazil yet. It lists 421 clinics and 1,185 doctors across 25 countries, mostly in Asia Pacific and the Middle East (browse clinics or browse doctors). Employees in Brazil can still use Zora’s education and the Zora app. Ask us how your team in Brazil would use Zora before you launch. See Zora’s employer guides for every country.

Rules and eligibility in Brazil

Why employers choose Zora

Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with Zora Health. We work alongside your existing insurance, helping employees use the cover they already have and find suitable doctors and specialists based on their needs.

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Zora Health helped me to reclaim my confidence to thrive at work!

Questions HR teams ask us

Do Brazilian employers have to give menopause leave?

No. There is no menopause leave. Employees use sick leave, with the employer paying the first 15 days and INSS paying from day 16, or other arrangements their employer offers.

Does the SUS cover hormone therapy?

Topical vaginal estriol is listed for the SUS, but systemic hormone therapy is not on the national medicines list, so most women buy it privately or through a health plan.

Is menopause covered by discrimination law?

Not by name. Law 9,029/1995 bans discrimination on grounds including sex, age and disability, and some menopause-related situations may overlap with these.

Is a national menopause law coming?

Several bills on menopause care in the SUS are before Congress, and one was approved by a Chamber committee in July 2026. None contains workplace obligations.

Are other employers in Brazil offering menopause support?

Some are. Google Brasil launched a menopause programme for employees and their spouses in March 2026.

Does Zora replace our health insurance?

No. Zora works alongside your insurance. We help employees understand their options, find suitable specialists and use the cover they already have.

How much does menopause support cost an employer?

It depends on the programme, any allowance and expected uptake. Use the budget planner on this page for a first estimate, then ask us for a tailored proposal based on your headcount and countries.

How quickly can we launch?

Typically 4 to 6 weeks from contract to launch, depending on scope and countries. Most companies start with a single talk.

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