Zora Health / Employer guide / South Korea
Support your experienced employees through menopause, and help them stay at their best.
Most Korean women going through menopause have symptoms, but only about a quarter treat them, and few workplaces offer any support. 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.
Book an employer consultation Explore the cost calculator
Five things South Korea HR leaders should know
- The average age at natural menopause in Korea is 49.9.
- In a 2020 Korean Society of Menopause survey, 80.3% of menopausal women had symptoms, but only 24.6% actively treated them.
- About 400,000 women a year visit hospitals for menopausal disorders.
- 66.2% of women aged 55 to 59 were in work in 2024.
- There is no menopause-specific law or leave in Korea.
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:
- Common symptoms. In a 2020 Korean Society of Menopause survey, 80.3% of menopausal women reported symptoms (Organon Korea, October 2021).
- Low treatment. In the same survey, only 24.6% were actively treating their symptoms.
- Hospital care in mid-career. Of the women treated for menopausal disorders in 2022, 56.2% were in their 50s and 12.4% in their 40s (Kormedi, October 2024, citing HIRA data).
- Little local workplace data. We found no Korean survey on menopause and work. A confidential survey of your own employees is the quickest way to see the picture in your company.
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. With 66.2% of women aged 55 to 59 in work in 2024 (Ministry of Gender Equality and Family white paper, via Asia Economy), many of your experienced employees will go through menopause at work. 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
Few employers in Korea 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 South Korea’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 national health insurance and your group 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 South Korea workforce?
What menopause care costs, and what the state pays
Employees are covered by national health insurance. The bigger gap is that most women with symptoms do not seek treatment.
| Item | Public support | What the employee still carries |
|---|---|---|
| Hospital care for menopausal disorders | About 400,000 women a year are treated through the national health system | Co-payments and any uninsured treatment |
| Time off for appointments | Set by company policy | No menopause leave |
Hospital figures from Kormedi, citing Health Insurance Review and Assessment Service data. We could not confirm current co-payment rates or private consultation fees. 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.
Only 24.6% of Korean women with menopause symptoms were actively treating them.
We have found no menopause workplace guidance in South Korea. 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 South Korea:
- 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 help employees who have symptoms but have never sought treatment take the first step confidentially?
- 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 KRW 1,000,000 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: KRW 24,136,040 to KRW 73,060,445 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 South Korea. The default salary is the 2025 real average monthly wage of KRW 3,606,000 multiplied by 12. 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 South Korea
Zora’s directory lists 9 clinics and 31 doctors in South Korea. Locations include Seoul and Incheon, and 6 of the clinics list menopause care among their services.
Employees can browse clinics in South Korea and find a doctor in South Korea 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 South Korea
Labour Standards Act
The current version of the Labour Standards Act, in force from 23 October 2025, sets working hours and leave. We found no menopause provision in it.
No menopause workplace rules
We have found no menopause-specific workplace law or guidance in South Korea. 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 South Korea have to give menopause leave?
No. There is no menopause leave. Employees use annual leave, sick leave under company policy or flexible arrangements unless their employer offers more.
How common are menopause symptoms in Korea?
In a 2020 Korean Society of Menopause survey, 80.3% of menopausal women had symptoms.
How many Korean women get treatment for menopause?
In the same survey, only 24.6% actively treated their symptoms. About 400,000 women a year visit hospitals for menopausal disorders.
At what age do Korean women reach menopause?
The average age at natural menopause is 49.9.
Is there menopause guidance for Korean employers?
We have found none. A written company policy is the clearest way to set expectations.
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 South Korea 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 South Korea team. No obligation.
Sources
- Organon Korea, press release citing the Korean Society of Menopause 2020 survey and Kim et al., Korean Journal of Health 47(1), 2021
- Kormedi, Menopausal disorder patients by age, October 2024 (HIRA data)
- Asia Economy, 2025 White Paper on Women’s Economic Activity, December 2025
- Statistics Korea, Quality of Life indicators: real average monthly wage, July 2026
- 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