Zora Health / Employer guide / India
Support your experienced employees through menopause, and help them stay at their best.
Indian women reach menopause in their mid forties, earlier than in many countries, and most say it affects their working lives. Zora Health helps you build practical menopause support, from workplace policies and manager training to confidential care navigation and access to 128+ partner clinics in 16 countries, around your workforce and budget. Companies including Hilton, LinkedIn, Sanofi, HSBC, Mastercard, Carousell and Singapore Management University work with us.
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Five things India HR leaders should know
- The average age at natural menopause in India is about 46.8, based on the national LASI survey.
- In an Abbott India survey, 81% said menopause affected their work life, and 79% were not comfortable discussing it.
- Women’s labour force participation was 40.0% in 2025, against 79.1% for men.
- The four labour codes, in force since 21 November 2025, require a free annual health check for workers over 40 and prohibit gender discrimination.
- There is no menopause policy or menopause leave in Indian law.
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:
- Earlier onset. Using the Longitudinal Ageing Study in India, the mean age at natural menopause was 46.8 (Halder et al., Journal of Family Medicine and Primary Care, 2024). Symptoms often start in a woman’s early forties, when many are moving into senior roles.
- Work affected. In an Abbott India quality of life survey across seven cities, 81% said menopause affected their work life (Feminism in India, September 2025).
- Silence. In the same survey, 79% said they were not comfortable discussing menopause, and 48% reported severe symptoms (KSPP).
- No policy to fall back on. The government told Parliament in 2022 that there is no menopause policy for women employees (The Tribune, July 2022).
What employers gain
Keep the people who know how your business runs
Replacing an employee costs one-half to two times their annual salary, according to Gallup. Women’s labour force participation was 40.0% in 2025 (PLFS 2025, via Drishti IAS), so the experienced women you employ are hard to replace. A written policy, trained managers and quick access to the right doctor can help address barriers that contribute to employee attrition.
Stand out to experienced women
Only a handful of employers in India offer structured menopause support. A clear offer, explained in your benefits pack, stands out to senior women weighing their next move.
Make menopause support financially predictable
Aon projects India’s medical trend at 11.5% for 2026 (Aon, October 2026). Much of what helps menopause costs very little: a flexible start time, a fan, a manager who knows what to say.
Zora helps employers set an annual allowance or top-up around your group health plan, so HR can run the programme within an agreed budget. The benefit works alongside your existing insurance.
Want to see what this would look like for your India workforce?
What menopause care costs, and what the state pays
Most corporate employees rely on group health insurance, which usually focuses on hospital care. Outpatient consultations, tests and ongoing treatment for menopause are often paid out of pocket.
| Item | Public support | What the employee still carries |
|---|---|---|
| Annual health check | Under the labour codes, employers must give workers over 40 a free annual health check | Follow-up consultations and treatment |
| ESIC medical care | The labour codes extend ESIC coverage nationwide for covered employees | Private care outside ESIC |
| Time off for appointments | Set by state law and company policy | No menopause leave |
From KPMG, November 2025. We could not confirm current private consultation fees or what each group plan covers. 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.
81% of women in an Abbott India survey said menopause affected their work life.
We have found no menopause workplace guidance in India. 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.
Companies starting the conversation
Essentials
Expert-led talks for employees and managers, menopause policy templates, manager guides and full access to the Zora app. Up to 2 talks a year.
Employees supported one to one
Navigation
Everything in Essentials, plus confidential one-to-one care navigation and access to our partner clinic network.
Large teams across countries
Complete
Everything in Navigation, plus quarterly anonymised reporting, a dedicated account manager and scheduled review meetings with HR.
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
Comparing menopause benefit providers? Use our RFP question bank
Our question bank has 40 questions for multi-country benefits teams, with why each one matters, what a good answer looks like and a scoring sheet for three providers. Six of the questions for menopause support in India:
- Is menopause support included as standard, or only fertility?
- What access do employees get to menopause specialists and hormone testing, and how quickly?
- How does the programme link to the free annual health check for employees over 40 required under the labour codes?
- Do you provide fertility and menopause policy templates for our markets?
- How can an employee get help confidentially without telling their manager?
- What individual-level data does HR see?
Your download link appears as soon as you submit. Zora Health may contact you about employee benefits; see our privacy policy.
Plan your menopause benefit budget
Menopause care allowance planner
Model the annual claims budget for a menopause care allowance. Change any number.
This is a claims budget, not a Zora quotation. Zora’s programme fees, implementation and optional services are separate.
It estimates the annual budget for a menopause care allowance from your eligible workforce, expected utilisation and allowance per employee, and assumes each user claims the full allowance. Eligible employees defaults to 15% as a stand-in for women aged 45 and over; use your own headcount data. The default allowance of INR 25,000 is an illustrative figure for private consultations, tests and treatment. Utilisation is an editable assumption, not observed Zora data. For a proposal covering both programme costs and employee benefits, request an employer proposal.
Estimate the potential workforce impact of menopause symptoms
A rough planning scenario. It applies a published estimate to your headcount, so it is not a prediction for your workforce, a measured loss or a forecast of savings from any programme.
Range: INR 669,330 to INR 2,026,080 a year, depending on replacement cost.
Assumptions: 13.4% of working women aged 45 to 60 reported at least one adverse work outcome due to menopause symptoms, and those who missed work lost a median of 3 days a year (Faubion et al., Mayo Clinic Proceedings, 2023). This was a US clinic sample, so treat it as a rough benchmark for India. The default salary is an illustrative figure for corporate employees; average monthly earnings of salaried women were INR 18,353 in 2025. Use your own. Replacing an employee costs one-half to two times their annual salary (Gallup, 2019); the headline uses the low end. Absence is valued at salary divided by 250 working days. Exit rate is your own assumption.
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
- Kick-off, week 1. Agree goals, countries and which employees are eligible.
- Policy and benefit design, weeks 2 to 4. Draft or update your menopause policy and flexible work guidance using our templates.
- Launch, typically weeks 4 to 6. A launch talk for employees and managers, plus a communications pack for HR to send.
- Live support. Employees book care navigation calls and use the Zora app.
- 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 India
Zora’s directory lists 43 clinics and 61 doctors in India. The clinics are in cities including Bengaluru, Hyderabad and New Delhi, and 4 of them list menopause care among their services.
Employees can browse clinics in India and find a doctor in India on the Zora app. The directory is for information only and is not an endorsement. See Zora’s employer guides for every country.
Rules and eligibility in India
The four labour codes
The codes require employers to give workers over 40 a free annual health check, include provisions to prohibit gender discrimination and require equal pay for equal work (KPMG, November 2025).
Menstrual leave bills
The Menstrual Benefits Bill, 2024, a private member’s bill, covers menstruation only, not menopause (Policy Edge, December 2025).
No menopause policy
The government told Parliament in 2022 that there is no menopause policy for women employees (The Tribune). A written company policy is the clearest way to set expectations for managers.
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.
Zora Health helped me to reclaim my confidence to thrive at work!
Questions HR teams ask us
Do employers in India have to give menopause leave?
No. There is no menopause leave in Indian law. Employees use sick leave, annual leave or flexible arrangements unless their employer offers more.
What do the labour codes require on health?
Since 21 November 2025, employers must give workers over 40 a free annual health check.
How does menopause affect work in India?
In an Abbott India survey, 81% said menopause affected their work life and 79% were not comfortable discussing it.
At what age do Indian women reach menopause?
Based on the national LASI survey, the mean age at natural menopause is about 46.8.
Is there a menopause policy for Indian employees?
No. The government told Parliament in 2022 that there is no menopause policy for women employees.
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.
Related guides for India employers
Build a menopause support programme for your team
Whether you are introducing menopause benefits for the first time or improving an existing programme, tell us your headcount, countries and priorities. We will come back within two working days with suitable services, an indicative budget and a practical rollout plan for your India team. No obligation.
Sources
- Halder et al., Journal of Family Medicine and Primary Care, 2024 (LASI Wave 1)
- Feminism in India, When menopause is inevitable, can workplace support be optional?, September 2025
- KSPP, From stigma to support: reframing menopause in India
- Drishti IAS, Periodic Labour Force Survey 2025, May 2026
- The Tribune, PLFS 2025 earnings data, March 2026
- KPMG, Government notifies implementation of the Labour Codes, November 2025
- The Tribune, As yet, country has no menopause policy, July 2022
- Policy Edge, Private bill proposes paid menstrual leave, December 2025
- Aon, APAC medical cost growth, October 2026
- Gallup, This fixable problem costs US businesses $1 trillion, 2019
- Mayo Clinic News Network, Faubion et al., Impact of menopause symptoms on women in the workplace, Mayo Clinic Proceedings, April 2023