Today is World Menopause Day - a global campaign run by the International Menopause Society to highlight issues associated with the menopause and ways of improving women's wellbeing. The menopause is a natural part of life, yet it remains a taboo subject in many workplaces. It is estimated that there are around 13 million women who are currently perimenopausal or menopausal in the UK, which is equivalent to a third of the entire UK female population. The vast majority of these women will go through the menopause transition during their working lives, so it’s important now more than ever to be able to speak openly about menopause at work.
67% of women aged 40 to 60 in employment with experience of menopausal symptoms say they have had a mostly negative effect on them at work.
- Menopause in the workplace: Employee experiences in 2023, CIPD
The symptoms of menopause can adversely affect woman's quality of both personal and working life. Some symptoms may last for many years and can include hot flushes, muscle and joint problems, night sweats, sleep disturbance, fatigue, mood changes, anxiety, as well as problems with memory and concentration - all of which can be both physically and emotionally distressing. Many women may often find managing their menopause symptoms in the workplace very challenging, especially when they do not feel able to openly talk about the menopause with their line managers.
MENOPAUSE IN THE WORKPLACE
As an employer you should acknowledge the potential impact of the menopause on women and become aware of the simple steps you can take to be supportive:
- Open up the culture and encourage conversations about menopause – provide information on menopause for both employees and managers to help break down the taboo.
- Develop a supportive framework – this could include a specific menopause policy or guidance and support for those experiencing menopause transition. You should make clear what practical support is available, such as flexible working, reasonable workplace adjustments, or health and wellbeing provisions (EAP, counselling, etc.)
- Work with Occupational Health – Management Referral services can help managers understand how to manage health issues connected with someone’s menopause transition. The advice that OH can provide can be invaluable in helping managers to make tailored adjustments and support someone on an ongoing basis, particularly if symptoms are severe. OH can support women who are off sick with menopause symptoms to ensure they receive the support and adjustments needed for an effective return to work.
- Educate and train line managers – this is an important part of managing menopause effectively and promoting a supportive culture. Line managers should have a broad understanding of how the menopause can affect women at work and be knowledgeable about organisational support available for those experiencing particular symptoms. They should also be trained in how to be approachable and to have sensitive one-to-one conversations.
There are lots of resources available that can help you understand more about the menopause and the support women experiencing menopausal symptoms in your workplace may need. Visit our blog to find out more about the menopause and get access to additional resources.
