Supporting menopause at work

Menopause is a topic that has recently gained momentum in relation to the workplace, with employers and employees now talking about the topic and how it can affect workers more openly. Concerned parties want more action to ensure skilled workers stay in work and aren’t lost to the workforce.

An estimated 10% of the working population are perimenopausal or menopausal. It is perhaps surprising that this topic has been so low on the agenda for so long, however, embarrassment can be a barrier to being open about the subject. Menopausal women are the fastest growing demographic in the workforce – 75-85% of menopausal age women are in work. It is estimated that as many as 10% of women have left the workforce because of the menopause and that, along with time lost due to sickness absence, can cost businesses in time and money.

Struggling in the workplace

In the past many women suffered in silence whilst going through the menopause in the workplace, suffering menopausal symptoms which affected their work. Many simply left the workforce having been unable to manage the effect of the symptoms and the subject being taboo at work.

Many employers now understand that offering support can retain this demographic with essential skills in work whilst helping to mitigate the effect of symptoms for individuals.

Staff retention

Offering trained workplace champions with knowledge of how to assist employees who are suffering may be an option for employers. Offering support is can contribute to staff retention. Managers are not expected to be menopause experts but awareness is key.

What can I do to help?

Menopausal women can experience a variety of symptoms varying from very mild to severe, for example; heavy periods, mood changes, anxiety, low self-esteem, problems with memory or concentration (brain fog), hot flushes, sleep problems, palpitations, headaches, migraines, muscle pain, joint pain, weight gain, itchy skin, increased occurrence of urinary tract infections. It’s quite a list! Of course, not all women experience symptoms that will affect their work.

By being open policy as far as discussing the menopause you create an environment where employees feel more comfortable asking for help. You may be able to offer support by providing fans, good ventilation, working from home, availability of cold drinking water, flexible working hours such as a later start or correct postural seating.

Providing an employee assistance programme (EAP) can also help employees with confidential support plus it saves management time.

Review your policies

Treating employees sensitively with more severe menopausal symptoms can avoid claims against you. There are some tribunal claims that have used disability discrimination legislation as combined symptoms can amount to a disability. Sex discrimination or age-related legislation can also be used. Some MPs want to make menopause a protected characteristic under equality legislation but that hasn’t happened yet.

Do I need a menopause policy?

Policies need to be updated to reflect menopause and it can be included in sickness and flexible working policies. Managers need to be flexible to their employees’ needs to ensure they are getting the best performance from them. Having a menopause policy can outline how you would handle certain issues as well as support that can be considered.

Discussing issues surrounding the menopause and making changes in your policies can help provide a more comfortable workplace for employees going through the menopause and can help to avoid turnover and loss of productivity.