Zora Health / Employer guide / Mexico
Support your experienced employees through menopause, and help them stay at their best.
Hot flushes, poor sleep and fatigue can hit your most experienced employees at the height of their careers, and 7 in 10 avoid raising it at work. 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 Mexico HR leaders should know
- The average age of menopause in Mexico is 48, according to IMSS, which gave more than 148,000 consultations for menopause symptoms in the first half of 2025.
- In a UNFPA and SinReglas survey of 115 women, 67% said symptoms affect their work performance or daily activities.
- In the same study, 7 in 10 avoided talking about symptoms at work for fear of being seen as less capable, and more than half paid for care themselves.
- Women’s labour force participation was 45.9% in Q2 2026, against 74.1% for men.
- There is no menopause law. A federal labour protocol for public institutions, with breaks and time off for check-ups, is being drafted.
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:
- Lower performance. In a UNFPA México and SinReglas study combining labour survey data, a survey of 115 women and interviews, 67% said symptoms affect their work performance or daily activities (El Imparcial, citing UNFPA, January 2026). The survey sample is small.
- Silence at work. In the same study, 7 in 10 avoided talking about symptoms at work for fear of being seen as less capable.
- Pay gaps. The study found that up to 30% of the gender pay gap at ages 40 to 60 is not explained by observable factors, although it does not prove menopause is the cause (Emprendedor).
- Out-of-pocket care. More than half of the women in the study paid for menopause care themselves, even though IMSS offers menopause care at all levels for affiliated workers (IMSS, December 2025).
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 in Mexico was 45.9% in Q2 2026, against 74.1% for men (INEGI), so every experienced woman you keep matters. A written policy, trained managers and quick access to the right doctor can help address barriers that contribute to employee attrition.
Fit menopause into NOM-035
NOM-035-STPS-2018 requires employers to have a policy on psychosocial risks and, with more than 15 workers, to identify and analyse risk factors (STPS). Menopause is not named, but workload, working hours and stigma fall within a normal assessment.
Make menopause support financially predictable
Aon projects Mexican medical trend at 14.8% for 2026 (Aon, 2026 report), so open-ended benefits are hard to budget. 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 IMSS and your major medical insurance, 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 Mexico workforce?
What menopause care costs, and what the state pays
Affiliated workers can get menopause care through IMSS, but more than half of women in one study paid for care themselves. Some employers add major medical insurance.
| Item | Public support | What the employee still carries |
|---|---|---|
| IMSS care for affiliated workers | Menopause care at all three levels, with hormonal and non-hormonal treatment | Waiting times and access vary by clinic |
| Private gynaecology consultation | No public subsidy | MX$950 to MX$3,000 for a first visit in listed Mexico City clinics |
| Gynaecological tests | No public subsidy privately | Pelvic ultrasound MX$215 to MX$1,509 and mammogram MX$295 to MX$1,309 in Mexico City, according to PROFECO |
| Time off for appointments | IMSS sickness subsidy of 60% of the contribution base from day 4 | No menopause leave |
IMSS care from IMSS; test prices from PROFECO via adn40, March 2025; consultation fees from Doctoralia listings, a sample of listed prices; sickness subsidy from the Social Security Law. 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.
Most women pay their own way. In the UNFPA and SinReglas study, more than half paid for menopause care themselves.
Government attention is growing: in October 2026 the President announced a women’s life-course health protocol that includes menopause, and the Senate approved a national menopause health day (Emprendedor). 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 Mexico:
- 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 support our NOM-035 psychosocial risk policy and work alongside IMSS and our major medical insurance?
- 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 MX$5,000 is an illustrative figure for private consultations and tests. 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: MX$135,539 to MX$410,281 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 Mexico. The default salary is an estimate based on the average IMSS contribution base of MX$666 a day in September 2026; 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 Mexico
Zora’s clinic and doctor directory does not list providers in Mexico 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 Mexico can still use Zora’s education and the Zora app. Ask us how your team in Mexico would use Zora before you launch. See Zora’s employer guides for every country.
Rules and eligibility in Mexico
Sickness subsidy
Under the Social Security Law, IMSS pays a sickness subsidy from the fourth day of incapacity, at 60% of the contribution base, for up to 52 weeks, extendable by 26 (Ley del Seguro Social). There is no menopause leave.
Non-discrimination
The Federal Labour Law bans discrimination on grounds including gender, age, disability and health conditions. Menopause is not named, so base decisions on documented, job-related reasons.
NOM-035 psychosocial risk
All workplaces need a psychosocial risk prevention policy; those with 16 to 50 workers must also identify and analyse risk factors, and those with more than 50 must evaluate the organisational environment at least every two years (STPS).
Federal menopause protocol
A labour protocol on menopause for federal public institutions, with breaks and time off for medical check-ups, is being drafted by the Ministries of Economy, Anti-corruption and Good Government, and Women (Grupo Animal, October 2026). It would not bind private employers.
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 Mexican employers have to give menopause leave?
No. There is no menopause leave. Employees use IMSS sickness incapacity, annual leave or other arrangements their employer offers.
Does IMSS cover menopause care?
Yes. IMSS offers menopause care at all three levels of care, with hormonal and non-hormonal treatment, for affiliated workers. Even so, more than half of women in the UNFPA and SinReglas study paid for care themselves.
Does NOM-035 apply to menopause?
NOM-035 does not name menopause, but its psychosocial risk policy and assessments cover workload, working hours and workplace environment, which are relevant to employees with symptoms.
Is a menopause law coming?
Not for private employers yet. A protocol for federal public institutions is being drafted, and the Senate approved a national menopause health day in September 2026.
What sick pay applies?
IMSS pays a sickness subsidy of 60% of the contribution base from the fourth day of incapacity, for up to 52 weeks.
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 Mexico 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 Mexico team. No obligation.
Sources
- IMSS, Press release 643/2025 on menopause, December 2025
- El Imparcial, UNFPA México and SinReglas study on menopause and work, January 2026 (survey of 115 women)
- Emprendedor, Menopause in Mexico: labour impact and protocol
- INEGI, ENOE Q2 2026, August 2026
- IMSS, Employment bulletin 539/2026, October 2026
- adn40, PROFECO gynaecological test prices, March 2025
- STPS, NOM-035-STPS-2018 guide
- Grupo Animal, Draft federal menopause labour protocol, October 2026
- Ley del Seguro Social
- Aon, Global Medical Trend Rates Report 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