Status of Women Committee on June 16th, 2026

[The Chair, Conservative, Dominique Vien]

I call this meeting to order.

Welcome to meeting number 47 of the House of Commons Standing Committee on the Status of Women. Pursuant to Standing Order 108(2) and the motion adopted by the committee on Tuesday, January 27, 2026, the committee will resume its study of labour force impacts of menopause and perimenopause.

Today’s meeting is taking place in a hybrid format, pursuant to the Standing Orders. Members are attending in person in the room and remotely using the Zoom application. I would like to make a few comments for the benefit of members and witnesses.

Please wait until I recognize you by name before speaking. For those participating by video conference, click on the microphone icon to activate your mike and please mute yourself when you are not speaking.

If you wish to speak, please raise your hand. For those on Zoom, please use the raise hand function.

For those on Zoom, at the bottom of your screen you can select the appropriate channel for interpretation: either floor, English or French. For those in the room, you can use the earpiece and select the desired channel. I would like to remind witnesses that committee members may ask questions in either French or English. If you will need interpretation, please take a moment now to prepare your earpiece and select the listening channel required in order to take full advantage of the time allotted for questions and answers.

A reminder that all comments should be addressed through the chair; however, as I always say, in order not to disrupt the flow of the discussion between members and witnesses, I intervene very rarely.

Now I'd like to welcome our witnesses.

I am pleased to welcome Dr. Sylvie Demers, family physician, appearing as an individual.

I am also pleased to welcome Dr. Shawna O'Hearn, director of the Menopause Society of Nova Scotia.

Welcome to both of you. We will start with your opening remarks.

Dr. Demers, please go ahead. You have five minutes.

[Sylvie Demers, Family Physician, As an Individual]

Thank you, Madam Chair.

I would like to begin by thanking the Standing Committee on the Status of Women for inviting me to participate in this study.

I've been a family physician since 1998. I'm also a biologist with a Ph.D. in experimental medicine. In January 2005, I founded a clinic specializing in hormone therapy for women, men and transgender individuals. I'm likely one of the Canadian physicians who has treated the largest number of women for issues related to premenopause, perimenopause and menopause. For the past 25 years, I have been advocating for women's access to safe and effective hormone therapy—specifically, a regimen consisting of 17β‑estradiol in the form of a transdermal gel and progesterone, commonly known as “bioidentical hormone therapy for women”.

I have authored four books and hundreds of scientific articles published by Les Éditions de l'Homme, including the bestseller Hormones au féminin: Repensez votre santé. I have also analyzed in detail the links between female hormones and vitamin D, cholesterol, cardiovascular disease and breast cancer. I was a medical expert in the acclaimed documentary Loto-Méno. Since May, Loto-Méno has helped provide Quebec women with unrestricted coverage of transdermal 17β‑estradiol, or Estrogel, and micronate oral progesterone.

What struck me the most about women in perimenopause and menopause is the trivialization of their suffering. Yet the signs and symptoms of perimenopause and menopause, due in large part to the shortage of estradiol and progesterone, affect every system in the body. They are not limited to hot flashes, which affect about 80% of women. Unlike hot flashes, which may decrease or even stop over time, many consequences of a female hormone deficiency will all too often worsen: joint or muscle problems, osteoporosis, atherosclerosis, heart attack, heart palpitations, metabolic changes, genitourinary syndrome, sleep disorders, fatigue, anxiety and depression, as well as digestive disorders, to name just a few.

For many women, the lack of treatment results in time off work due to exhaustion or chronic pain. Financial insecurity then becomes the reality for many women. Female hormone therapy is recognized as the most effective treatment. It can be bioidentical or non-bioidentical.

Unfortunately, due to some confusion between these two types of hormone therapy by the Society of Obstetricians and Gynaecologists of Canada, or SOGC, access to hormone therapy remains very limited. First, the scientifically proven risks of hormone therapy are associated with oral or non-bioidentical estrogens and, above all, with progestins, not with transdermal 17β‑estradiol combined with progesterone, which is known as bioidentical hormone therapy. In addition, with few exceptions, the SOGC advises against prescribing hormone therapy for preventive purposes alone, which deprives many women of preventive medicine.

In addition, the premenopausal period, when menstrual cycles are still regular, is not recognized. Yet this is a crucial period that can last more than a decade, during which women begin to be overdiagnosed, overmedicated, over-referred to mental health services and placed on disability. Contrary to popular belief, menopause doesn't last just one day. The premenopausal, perimenopausal and menopausal periods together account for about half of women's life expectancy.

It should be noted that estradiol and transdermal 17β‑estradiol hormone therapy combined with progesterone is the only type of hormone therapy that can be calibrated, which makes it possible to maximize its many benefits and reduce its risks. How I treat women is increasingly recognized by many colleagues I have trained, and it is in high demand, even sought after, by women. My experience shows that, when properly prescribed, hormone therapy helps women stay in the workplace longer.

[The Chair, Conservative, Dominique Vien]

Dr. Demers, unfortunately, the time is up.

You will certainly have the opportunity, along with colleagues, to finish your opening remarks.

Dr. O'Hearn, you have the floor.

You have the floor for five minutes.

[Shawna O'Hearn, Director, Menopause Society of Nova Scotia]

Thank you, Madam Chair, and members of the committee, for the opportunity to speak on this important topic today.

I appear today at the intersection of health, education and workplace leadership and as the co-founder and director of the Menopause Society of Nova Scotia. Through that work, we've focused on raising awareness, leading the annual Atlantic Menopause Show and advocating with the Nova Scotia government to establish a menopause centre of excellence.

At Dalhousie University, we've advanced workplace leadership through support groups, conferences, staff training and by partnering in the “Menopause Works Here" initiative through the Menopause Society of Nova Scotia.

Much of the discussion around menopause has appropriately focused on the medical lens and on treatment options and that remains critical. At the same time, menopause is not experienced only as a clinical issue; it also has biosocial and cultural dimensions that shape how people experience symptoms, seek support and remain engaged at work. That is why a holistic approach is essential. We need all voices, all types of work and all workers.

Menopause does not affect only office-based professionals. It affects people in all sectors including health care, education, trades, manufacturing, as well as shift workers, caregivers, part-time workers and people in precarious employment. A truly inclusive response must reflect that diversity.

Menopause is a natural life stage, but for many it brings symptoms that affect work. For some, the impact is minimal, for others, it affects attendance, performance, confidence and career progression. Because menopause is surrounded by stigma and silence, many employees struggle privately rather than asking for support. Workplace solutions can be straightforward, effective and low cost. Employers can offer flexibility for medical appointments and improve access to rest areas. They can train managers to respond respectfully and without embarrassment. They can review policies on sick leave, accommodations and shift work so that menopause is part of workforce planning. When workplaces are menopause inclusive, people stay healthier, stay employed and stay productive. Supportive workplaces reduce unnecessary strain and help retain skilled workers at a time when organizations are struggling to recruit and keep experienced staff.

This is not only about compassion. It is also about workforce sustainability, equity and sound organizational practice. We need inclusive menopause policy in language and practice, honouring trans, non-binary and intersex experiences and ensuring that indigenous, Black and racialized voices lead culturally safe solutions. I urge the committee to recommend a national research strategy on menopause. This is especially important given that Canadian research funding allocated to women's health remains only at 7%. We still have major evidence gaps on prevalence, workplace impact, accommodations, treatment access and the experience of diverse populations. A federal strategy could help close those gaps and ensure menopause is studied as a medical, workforce, equity and social policy issue.

My call to action is for Canada to move forward on three fronts: public education, workplace action and research. We need a national framework for menopause-inclusive workplaces and a coordinated research strategy that reflects the federal government's role in advancing education, advancing evidence, building knowledge and supporting innovation. Together, these steps would ensure that menopause is addressed as a serious public issue affecting health, work and economic participation. Canada has the expertise and the leadership to reduce stigma around menopause in the workplace. What we lack is the evidence.

The federal government is uniquely positioned to lead: setting national standards, funding research and equipping employers with tools and guidance. We need a holistic approach to menopause in the workplace. With action we can retain experienced workers, advance equity and build workplaces where people thrive from entry all the way through to retirement.

Thank you so much. I'm looking forward to the discussion and questions.

[The Chair, Conservative, Dominique Vien]

Thank you both for your opening remarks and for sharing your thoughts with us.

We will begin the question period with the members of Parliament, more specifically with our colleague Mrs. Goodridge.

Mrs. Goodridge, you have the floor for six minutes.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

Thank you, Madam Chair.

Thank you to the witnesses for being here today.

Dr. Demers, I'll start with you.

If someone with perimenopausal symptoms comes to your clinic, what are the first steps you take? What do you do?

[Sylvie Demers]

A family doctor must always take a complete medical history. All aspects must be considered. Whether we're talking about premenopause, perimenopause or menopause, it affects all systems.

When a woman has muscle pain, it can be hormonal, non-hormonal or a combination of both. First, a differential diagnosis must be made. If the diagnosis is perimenopause, for example, the treatment I use is bioidentical hormone therapy. It's that simple.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

If I understand correctly, in Quebec, bioidentical hormone therapy is free.

[Sylvie Demers]

Yes.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

Are there other provinces in Canada that have a similar policy?

[Sylvie Demers]

I'm not sure enough to answer your question. I think that's the case in some places. I'm not the best person to answer your question.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

I understand.

I know that people who choose hormone therapy often have questions about the impact it could have. I'm thinking of breast cancer, for example.

Does research show that there are any repercussions?

[Sylvie Demers]

That's the big question. The issue of contraindications is a very important one. As I explained in my remarks, there are a lot of contraindications when it comes to hormone therapy. One of my struggles is to say that there are also many consequences to not taking hormones. By the way, I'm not advocating for women who don't want to take hormones. That's their choice, and I respect it deeply. I am not advocating for women who want to take them, but for those who are denied a prescription.

In my book Hormones au féminin: repensez votre santé, I talk about breast cancer, among other things. As you can well imagine, after the book was published, I saw many women who had had breast cancer and were being denied hormones. Personally, I prescribed them to these women.

My mission is very much to debunk all the myths and medical dogmas surrounding contraindications associated with hormone therapy that uses hormones different from those our bodies produce.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

Thank you very much.

Dr. O'Hearn, what does it look like for a patient in Nova Scotia if you were trying to prescribe something like a hormonal replacement therapy?

[Shawna O'Hearn]

I'm not a physician. I just want to emphasize that.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

I'm sorry.

[Shawna O'Hearn]

The conversations would be very similar to Dr. Demers' comments. You would have a discussion with your family physician and be able to find the best path for yourself.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

What is the research showing when it comes to interactions? How do women go about getting support for perimenopause and menopause? This isn't something that's often talked about in society.

[Shawna O'Hearn]

I think that the first point would be that it's an area that we know is under-studied, under-researched and not talked about a lot. I'm an occupational therapist, and I think Dr. Demers can speak to the experience in the family physician world.

There is limited training for our health care providers on menopause. We're doing a lot of studies on that now to understand what is being taught, where the gaps are and how we start to fill those gaps.

[Laila Goodridge, Conservative, Fort McMurray—Cold Lake, AB]

Dr. Demers, I know that very few family doctors are women. Personally, I've never had a female doctor.

Do you think that, as a woman, you have the opportunity to offer a different perspective on this and to promote the benefits of treatment for perimenopause and menopause?

[Sylvie Demers]

I think there are a great many female doctors in Quebec. In fact, they make up the vast majority in the new Quebec cohorts. Personally, I teach a lot of women who want to become family physicians or nurse practitioners. What's happening right now in Quebec is really quite incredible.

I have to say that it's the same worldwide, not just in the U.K. We saw this last year at a meeting of the expert panel of the U.S. Food and Drug Administration, or FDA. There were about 10 experts in hormone therapy from various disciplines. They included orthopaedic surgeons, internists, cardiologists, gynecologists and urologists. They said that the situation was based more on medical dogma than evidence. Women were truly frightened by the misinterpretation of the Women's Health Initiative study, which, incidentally, is an excellent study.

The problem isn't the study itself, it's that it was overinterpreted or misinterpreted, which had disastrous consequences for women. We witnessed a kind of spectacular regression of women's rights.

[The Chair, Conservative, Dominique Vien]

Thank you, Dr. Demers.

Mrs. Goodridge, thank you for that exchange.

Dr. Demers, you will certainly have the opportunity to talk about this study again with the next member who will speak or with another member.

Ms. Tesser Derksen, the floor is yours for six minutes.

[Kristina Tesser Derksen, Liberal, Milton East—Halton Hills South, ON]

Thank you so much, Madam Chair.

Thanks so much for being here today.

I'm a newish member to this committee and a woman of a certain age as well, so I'm really pleased to be talking about this. I remember when my mother went through menopause, and we were really mystified by the symptoms and the changes in her personality. She was a professional nurse, so it was something that affected not only the family life at home but also her work as well. I really appreciate having this discussion.

My first question is for Dr. O'Hearn. I want to talk a bit about what's going on in the workplace. I'm going to reference a statistic from the Menopause Foundation of Canada, which found that 67% of working women would not feel comfortable speaking to a supervisor about menopause symptoms, even though 32% say these symptoms have negatively affected their workplace performance.

We had a witness here last week who talked about what she experienced as an executive woman working in a corporate environment when she was going through menopause. I think the question that arose for me was about workplace culture and what's happening in the workplace, maybe not so much from a policy perspective, because a workplace may have all the policies in place, but in terms of the culture within the workplace that's informing how managers respond and how employees feel about going to their managers.

With that in mind, I'd like to hear a bit about what your research and experience have shown with respect to workplace culture.

[Shawna O'Hearn]

Thank you so much.

That's a really important question, and it gets to some of the really critical points about the workplace.

In my own research, the data is very similar. I looked across health professionals, and it's very similar. One of the biggest pieces is around the training element. If we're going to be creating menopause-inclusive workplaces, we need to provide the training for our managers. They are the front line. They are the ones who are taking all of the information. We need to make it easier for them.

Looking at the example I used in my opening remarks, at Dalhousie University, we are doing some of that training. Training shouldn't just be for our female employees; it needs to be for everyone, for our male employees and our younger employees as well. We need to have allies within the workplace as well as those who are going through the journey, so training is critical.

The other piece is in providing those support networks. The evidence shows us how important support groups are within the workplace so you don't feel alone. You feel that you are validated when you can share your experiences. I hear that over and over again from participants in our support group and ones that I've led nationally as well. To be able to share an experience has been critical.

The third thing, and this may come up later as well, is around benefits. The evidence shows that in many of our workplaces, one in four of our employees do not know what their benefits are. If you don't know what your benefits are, how can you then access them? Those who know they have benefits don't know what it means from a menopause perspective. Back to the training, our managers really need to have training, not just on menopause but on the supports within our workplace so that we know where there are gaps and where we need to advocate for some of those changes as well.

[Kristina Tesser Derksen, Liberal, Milton East—Halton Hills South, ON]

Thank you.

Considering that some of those initiatives are going to be more in the jurisdiction of a province, can you talk to us about your experience regionally across Canada? Have you seen patterns province to province, region to region, urban versus rural?