What The FDA Doesn’t Tell Women About Hormone Replacement Therapy

When the Food and Drug Administration announced that the agency would be removing the black-box warning from hormone replacement therapy, or HRT, women everywhere threw their hands up in celebration.

And rightly so. America’s health agencies are finally acknowledging that women are not simply “little men,” and that research and clinical care must account for a woman’s unique biology and hormonal fluctuations across every stage of life.

But amid the cheering, some important nuance is being overlooked. The FDA’s decision to remove the black-box warning from HRT is just one example of how recommendations offered without adequate context or distinction may do more harm than good.

The idea that estrogen supplementation is a cure-all for the symptoms women commonly experience during perimenopause and menopause — hot flashes, disrupted sleep, fatigue, muscle aches, inflammation, weight gain, bloating, and mood swings — is a myth.

Often, women are not suffering from a lack of estrogen, but from what Kitty Martone, a holistic health educator who works with women to navigate perimenopause and menopause, refers to as estrogen dominance — a state in which estrogen outweighs progesterone, producing symptoms that look identical to low estrogen.

Estrogen does not act in isolation, but the details are rarely explained to women. To be tolerated well, estrogen must be balanced by adequate progesterone and supported by a healthy metabolic rate. For many women, progesterone is the first hormone to decline — often years before estrogen meaningfully drops — due to chronic stress, under-eating, thyroid suppression, and blood sugar instability.

This creates a common paradox: estrogen may appear “normal,” or even low, on a lab test, yet functionally feel excessive in the body because there is not enough progesterone to counterbalance its effects. Women are then told they are estrogen-deficient and prescribed more estrogen, while symptoms such as anxiety, insomnia, migraines, heavy or irregular bleeding, bloating, and inflammation intensify rather than improve.

In these cases, simply prescribing more estrogen does not resolve symptoms. In fact, it can make them worse.

These mechanisms were not understood properly during the Women’s Health Initiative study, which was abruptly halted in the early 2000s upon a suggested correlation between HRT and breast cancer as well as heart disease. In an effort to recover from the fallout of the highly flawed study, which caused millions of women to abandon hormone therapy altogether, the pendulum has swung in the opposite direction.

Cue the pharmaceutical ads: dancing women in sunflower meadows, singing about how wonderful life is with the latest HRT option. The fine print instructs women to “ask your doctor if it’s right for you,” but many doctors may not be properly equipped to offer nuanced guidance.

Over the past few decades, medical visits have been reduced to 15–20 minute symptom reviews that are translated into billing codes entered into a computer. While this system serves insurance and data collection, it fails to treat women as whole individuals. It leaves little room to explore how diet, stress, thyroid function, gut health, or metabolic status influence hormonal symptoms — particularly in perimenopausal women.

Martone argues that this system has created an environment where estrogen is prescribed casually, without sufficient context. “Doctors now essentially have carte blanche to prescribe estrogen for any hormone complaint — without evaluating detox pathways, metabolism, liver function, or estrogen clearance.”

Some clinicians have been cautioning against this oversimplification for decades. Dr. Ray Peat, who studied hormones, metabolism, and stress physiology extensively, wrote about how estrogen tends to accumulate under conditions of chronic stress and low thyroid function, while progesterone plays a stabilizing, protective role for both the nervous system and bodily tissues.

In plain terms, how a woman feels on hormones can have less to do with hormone levels and more to do with improper functioning of the liver, metabolism, and stress load at the time therapy is introduced. Two women can take the same prescription and have completely different outcomes — not because one is “doing it wrong,” but because their internal terrain is different.

This helps explain why so many women feel dismissed when HRT is presented as a simple solution. When symptoms worsen, they are often told to increase the dose or switch brands, rather than step back and ask whether the body is prepared to handle additional estrogen.

Martone emphasizes that women often need to experiment with hormones to discover individualized therapies that are right for them. Even low doses may require careful adjustment, alternative delivery methods, and significant trial and error — an experience that can be costly, frustrating, and far from straightforward.

Meanwhile, big pharmaceutical companies are circling middle-aged women like sharks around blood. With the FDA’s decision, they’ve gained an expanded customer base — one encouraged to start hormone therapy earlier and remain on it for decades.

The truth is no one — not even a doctor — can predict exactly how a woman will respond to HRT. Hormones are powerful biological signals, not cosmetic fixes. Their effects depend heavily on the body’s metabolic health, stress physiology, and ability to process and clear them.

The renewed interest in hormone therapy reflects a real and valid desire for relief for women. But before removing warning labels and declaring HRT a universal solution, it’s worth asking why those cautions existed in the first place.

Hormone replacement therapy is not a magic bullet. Women deserve care that honors complexity, not just convenience.

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Jennifer Galardi is a Senior Policy Analyst for Restoring American Wellness in Heritage’s DeVos Center.

The views expressed in this piece are those of the author and do not necessarily represent those of The Daily Wire.

How The Biden Admin Tried To Keep The VA Woke After It Left Town

In the last year of the Biden administration, the Department of Veterans Affairs inaugurated an effort to embed diversity, equity, and inclusion principles that would outlast their time in power.

In January 2024, the VA’s Inclusion, Diversity, Equity, and Access Council met to discuss the results of a survey, wherein employees were asked to identify “pain points” connected to their individual identities — based on race, gender identity, and a number of other factors — in order to further embed Diversity, Equity, and Inclusion (DEI) initiatives in the agency.

The discussion centered on “identity insights” and was designed to “improve employee experience,” records obtained by the Center to Advance Security in America reveal.

Just under 300 participants identified some 5,710 “pain points” that ranged from complaints about a colleague making an “inappropriate comment” to concerns that office holiday decorations excluded certain religious preferences. Other “pain points” were centered on general workplace environment and feeling that other employees did not understand certain sensitivities connected to those identity characteristics.

The 2024 meeting, which was planned three years earlier, began as a partnership between the Veterans Experience Office’s Employee Experience Organizational Management Directorate and the Office of Resolution Management, Diversity and Inclusion to improve employee experience by addressing the “pain points” they experienced in the workplace based on their identities.

Those identities — in addition to race, sex, sexual orientation, and gender identity — divided participants along religious lines and listed separate categories for Baby Boomers, Generation X-ers, Millennials, and Generation Z employees as well.

Of the 281 who were interviewed, only 3% answered based on only one identifier. Nearly one-fourth (24%) selected two identities, and 39% selected three. Of the remaining participants, 21% chose four identities, 11% chose five, and 2% chose six.

Following the late January meeting, the Council recommended a series of steps designed to make the VA a more receptive place for employees to express their “whole, authentic identity.”

“The three most pressing data fields that would benefit from a redesign as having emerged from the Identity Insights project include ‘gender,’ ‘sexual orientation,’ and ‘race,’ as these categories either do not exist or do not exhaustively provide inclusive options for employees to holistically and accurately self-identify,” the study advised.

Another recommendation was for a “streamlined escalation pathway” for employees to resolve identity-based complaints — particularly “in the event of mistreatment, including reporting I*DEA issues, harassment, and general concerns with conduct in the workplace.”

Those complaints, the study indicated, could stem from interactions between employees, between employees and supervisors, and even between employees and the veterans they serve — with emphasis placed on the potential for veterans to create “pain points” that impact employees.

The study also suggested there should be an avenue for dealing with “the impacts of negative customer experiences on employees such as health practitioners providing additional coverage when LGBTQ+ Veterans are denied care by a colleague” — but did not provide evidence that such denial of care was happening within the VA system.

Almost one year to the day after that meeting — on January 27, 2025 — the VA under President Donald Trump had already begun to root out the DEI initiatives within the department.

“Under President Trump, VA is laser-focused on providing the best possible care and benefits to Veterans, their families, caregivers, and survivors,” VA Director of Media Affairs Morgan Ackley explained. “We are proud to have abandoned the divisive DEI policies of the past and pivot back to VA’s core mission.”

In the year since, under Secretary of Veterans Affairs Doug Collins, the agency has cut $14 million in spending that went solely to DEI-focused initiatives and training. It is unclear whether the recommendations made during that meeting were ever implemented, and if so, what the new administration may have in place to put a stop to the process.

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