The insurance giant has set in motion three specialized leave offerings: up to 10 days of menopause leave, up to five days for fertility-related matters, and as much as four weeks for gender affirmation procedures. Furthermore, MetLife plans to augment its paid parental leave to 16 weeks beginning in 2024, preparing to increase it even further to 18 weeks the following year.

Studies underpinning this policy overhaul include MetLife's own 2020 Employee Benefits Trends Study, which highlighted the fact that thirty percent of the company's personnel are women over the age of forty—a demographic significantly impacted by menopause-related workforce attrition.

The conclusions drawn from the study pointed to a clear appetite for augmented leave benefits as a driver of workforce engagement. Insights were also drawn from the survey conducted by Diversity Council Australia, contributing to the comprehensive approach of MetLife towards leave entitlements and employee welfare, which includes support planning and educational measures for those returning to work after an absence.

Alex Sosnov, Head of People & Culture at MetLife, asserts, "Our dedication to employee welfare includes pioneering initiatives that not only acknowledge the invaluable contributions of our team members but also recognize the individuality of their needs."

The introduction of these novel benefits exemplifies the company's commitment to its employees' professional and personal aspirations, substantiating the belief that such supportive measures are instrumental in fostering an inclusive workplace. In addition, this change is tactically aimed at retaining and attracting top talent critical to MetLife's success in the marketplace.