Zora Health / Employer guide / Thailand
Support your experienced employees through menopause, and help them stay at their best.
Vaginal dryness, hot flushes and poor sleep can hit your most experienced employees at the height of their careers, and few raise them 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 Thailand HR leaders should know
- Studies of Thai women put the average age at menopause at around 48 to 49, earlier than in many Western countries.
- In a hospital-based study of 270 women aged 45 to 65 in southern Thailand, 55.3% reported vaginal dryness and 36.8% hot flushes.
- Women’s labour force participation in Thailand was about 59% in 2025.
- Employees get up to 30 working days of paid sick leave a year at full wages under the Labour Protection Act. There is no menopause leave.
- Aon projects Thailand’s medical trend at 14.8% for 2026, above the Asia Pacific average of 11.3%.
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:
- Symptoms in mid-career. Studies of Thai women put the average age at menopause at around 48 to 49 (Climacteric, 2006; Journal of Menopausal Medicine, 2018), the years when many are in senior roles.
- Symptoms people do not talk about. In the southern Thailand hospital study, 55.3% reported vaginal dryness, 36.8% hot flushes and 20.8% night sweats. Intimate symptoms are rarely raised with a manager.
- No workplace data. We found no Thai study on menopause and work. A 2023 Bangkok hospital study of 300 women found occupation was not linked to attitudes towards menopause (Thai Journal of Obstetrics and Gynaecology, 2026), so employers cannot assume who is affected.
- Rising costs. Aon projects Thailand’s medical trend at 14.8% for 2026, against an Asia Pacific average of 11.3% (Aon, 2026 report), so private care is getting more expensive.
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 Thailand was about 59% in 2025 (World Bank, ILO estimate). 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
We found no Thai employer with a published menopause policy, so a clear offer, with practical adjustments and access to clinicians who know menopause care, sets you apart in hiring and retaining experienced women.
Make menopause support financially predictable
With medical trend at 14.8% for 2026, 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 Social Security and your group 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 Thailand workforce?
What menopause care costs, and what the state pays
Private-sector employees are covered by Social Security medical benefits at a registered hospital. Some employers add group health insurance for faster access to private specialists.
| Item | Public support | What the employee still carries |
|---|---|---|
| Social Security medical benefits (Section 33) | Examination, treatment, hospitalisation and medicine at the employee’s registered hospital, with no cost sharing | Choice is limited to the registered hospital; private specialists cost extra |
| Social Security contributions | Wage ceiling of THB 17,500 a month from 2026, so up to THB 875 a month each from employer and employee | Rises to THB 20,000 in 2029 |
| Time off for appointments | Up to 30 working days of paid sick leave a year at full wages | No menopause leave |
Social Security benefits from the US Social Security Administration country profile (2018 data); contribution ceiling from KPMG Thailand, January 2026; sick leave from the Labour Protection Act. We could not confirm 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.
Many symptoms are private ones. More than half of women in a southern Thailand study reported vaginal dryness, a symptom few would raise at work.
We have found no menopause workplace guidance in Thailand. 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 Thailand:
- 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 work alongside Social Security medical benefits and our group insurance in Thailand?
- 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 THB 10,000 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: THB 105,977 to THB 320,796 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 Thailand. The default salary is close to average formal-sector earnings (THB 15,675 a month in Q1 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 Thailand
Zora’s directory lists 29 clinics and 69 doctors in Thailand. The clinics are in cities including Bangkok and Sri Racha, and 4 of them list menopause care among their services.
Employees can browse clinics in Thailand and find a doctor in Thailand 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 Thailand
Sick leave
Under sections 32 and 57 of the Labour Protection Act, employees can take sick leave for the actual period of sickness, paid at full wages for up to 30 working days a year (Labour Protection Act). Social Security sickness cash benefit can follow.
Equal treatment
Section 15 requires employers to treat men and women equally, except where the nature of the work makes that impossible, and section 16 prohibits sexual harassment (Labour Protection Act). Menopause is not named.
Social Security contributions
The wage ceiling for Social Security contributions rose to THB 17,500 a month from 1 January 2026, and will rise to THB 20,000 in 2029 and THB 23,000 in 2032 (KPMG Thailand).
No menopause workplace rules
We have found no menopause-specific workplace law or guidance in Thailand. 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 Thai employers have to give menopause leave?
No. There is no menopause leave. Employees use sick leave, annual leave or flexible arrangements unless their employer offers more.
How much paid sick leave do employees get?
Up to 30 working days a year at full wages under the Labour Protection Act, with Social Security sickness benefit available after that.
Does Social Security cover menopause care?
Social Security medical benefits cover examination, treatment and medicine at the employee’s registered hospital. Private specialist care is paid through group insurance where offered, or by the employee.
At what age do Thai women reach menopause?
Hospital-based studies put the average at around 48 to 49.
Is menopause covered by Thai equality law?
Not by name. The Labour Protection Act requires equal treatment of men and women, and some menopause-related situations may overlap with this.
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 Thailand 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 Thailand team. No obligation.
Sources
- Menopausal symptoms in a hospital-based sample of women in southern Thailand, Climacteric, 2006 (270 women aged 45 to 65)
- Ongsupharn et al., Journal of Menopausal Medicine, 2018
- Ithiarwachkul and Boonyanurak, Thai Journal of Obstetrics and Gynaecology, 2026 (300 women in Bangkok)
- World Bank, Female labour force participation (ILO modelled estimate), 2025
- The Nation, Thai average wages Q1 2026 (NESDC data), May 2026
- US Social Security Administration, Thailand country profile, 2018
- KPMG Thailand, Tax News Flash 157, January 2026
- Labour Protection Act B.E. 2541 (1998), unofficial translation
- 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