Zora Health / Employer guide / Vietnam
Support your experienced employees through menopause, and help them stay at their best.
Memory problems, poor sleep and fatigue can hit your most experienced employees at the height of their careers, and stigma keeps many from raising 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 Vietnam HR leaders should know
- In a 2025 study of 610 women at Thai Nguyen National Hospital, the mean age at menopause was 49.9, and 96.1% reported memory or concentration problems.
- In a 2025 study of 1,741 working women in five countries including Vietnam, nearly half reported significant disruption to their work and 61% said stigma stops them discussing symptoms.
- Women’s labour force participation in Vietnam was about 69% in 2025, one of the highest in Asia.
- Since 1 July 2025, the Social Insurance Law gives 30 to 60 days of sickness benefit a year at 75% of the contribution salary, depending on contribution years. There is no menopause leave.
- The Labour Code encourages flexible schedules, part-time and home-based work for female employees.
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:
- Concentration and sleep. In a study of 610 women at Thai Nguyen National Hospital in 2025, 96.1% reported memory or concentration problems and 80% sleep disturbance (TNU Journal of Science and Technology, March 2026).
- Lower performance. In the NUS Medicine and HeyVenus study of 1,741 working women in Singapore, Vietnam, Australia, Japan and Indonesia, nearly half reported significant disruption to their work (NUS Medicine and HeyVenus, April 2025). Figures are for the five countries combined.
- Silence at work. In the same study, 61% said stigma stops them discussing symptoms, and close to half had not sought professional advice.
- Knowledge without action. Even among 403 female health workers aged 40 to 60 in Ho Chi Minh City, 73.5% had good knowledge of menopause but only 39.7% had good practices (Menopause Review, 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 Vietnam was about 69% in 2025 (World Bank, ILO estimate), so 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
In the NUS Medicine and HeyVenus study, close to 90% of women said a menopause-friendly policy would benefit their organisation, yet only about a third of companies in the region have one. A clear menopause offer stands out.
Make menopause support financially predictable
Aon projects Vietnam’s medical trend at 12.2% for 2026 (Aon, 2026 report). 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 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 Vietnam workforce?
What menopause care costs, and what the state pays
Employees are covered by social health insurance, which pays a share of costs depending on the facility level. Some employers add group health insurance for faster private care.
| Item | Public support | What the employee still carries |
|---|---|---|
| Primary care under social health insurance | Pays 100%, 95% or 80% of costs depending on the facility | The remaining share |
| Specialised care under social health insurance | Pays 100%, 60% or 40% depending on the facility level | The remaining share, or private fees for faster care |
| Time off for appointments | Sickness benefit at 75% of the contribution salary for 30 to 60 days a year, depending on contribution years | No menopause leave |
Health insurance shares from the US Social Security Administration country profile (2018 data, may be out of date); sickness benefit from CareerLink and Crowe Vietnam. We could not confirm current 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.
Almost every woman in one study reported memory or concentration problems: 96.1% of 610 women at Thai Nguyen National Hospital.
We have found no menopause workplace guidance in Vietnam. 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 Vietnam:
- 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 flexible schedules and home-based work for female employees under Article 135 of the Labour Code?
- 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 VND 5,000,000 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: VND 83,666,250 to VND 253,260,000 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 Vietnam. The default salary is an illustrative figure for corporate employees; average monthly income across all workers was VND 8.4 million 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 Vietnam
Zora’s directory lists 6 clinics and 61 doctors in Vietnam. The clinics are in cities including Ho Chi Minh City, Hanoi and Thuận An, and 3 of them list menopause care among their services.
Employees can browse clinics in Vietnam and find a doctor in Vietnam 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 Vietnam
Sickness benefit
Under the Social Insurance Law 2024, employees get 30 days of sickness benefit a year with under 15 years of contributions, 40 days with 15 to 30 years and 60 days with 30 or more, paid at 75% of the contribution salary; half-day leave is paid at half the daily rate (CareerLink; Crowe Vietnam). There is no menopause leave.
Equality and flexible work
Article 135 of the Labour Code guarantees equality between female and male employees and encourages flexible schedules, part-time and home-based work. Article 136 requires employers to ensure gender equality and consult female employees on matters that affect them (Vietnam Law Magazine).
No menopause workplace rules
We have found no menopause-specific workplace law or guidance in Vietnam. 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 Vietnamese employers have to give menopause leave?
No. There is no menopause leave. Employees use sickness benefit, annual leave or flexible arrangements unless their employer offers more.
How much sickness benefit do employees get?
Since 1 July 2025, 30 to 60 days a year depending on contribution years, paid at 75% of the contribution salary.
Does the Labour Code support flexible work for women?
Yes. Article 135 encourages flexible schedules, part-time and home-based work for female employees.
At what age do women in Vietnam reach menopause?
In a 2025 study of 610 women at Thai Nguyen National Hospital, the mean age was 49.9.
Was Vietnam included in regional research on menopause at work?
Yes. The 2025 NUS Medicine and HeyVenus study of 1,741 working women included Vietnam, though published figures are for all five countries combined.
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 Vietnam 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 Vietnam team. No obligation.
Sources
- Hoàng Thị Ngọc Trâm et al., TNU Journal of Science and Technology, March 2026 (610 women)
- NUS Medicine and HeyVenus, Menopause is a critical workplace challenge for APAC business leaders, April 2025
- Huynh et al., Menopause Review, 2025 (403 female health workers)
- World Bank, Female labour force participation (ILO modelled estimate), 2025
- Vietnam Hội nhập, Statistics Office income data for 2025, March 2026
- US Social Security Administration, Vietnam country profile, 2018
- CareerLink, Sickness benefit under the Social Insurance Law 2024, July 2026
- Crowe Vietnam, Key updates of the 2024 Social Insurance Law
- Vietnam Law Magazine, Female employees under the Labour Code, April 2022
- 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