Given that the average age of menopause is 51 (with many experiencing symptoms years before their menopause), it is no surprise that women experiencing menopausal symptoms represent the fastest growing demographic in the UK workforce with nearly 8 out of 10 being in work.
Menopause symptoms can have a significant impact on women at work and many can feel embarrassed and unable to disclose that they are menopausal for fear of being stigmatised. Research by the Chartered Institute of Personnel and Development (CIPD) found that 67% of women between the age of 40-60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work, with 79% saying they were less able to concentrate, 68% said they experienced more stress, 49% said they felt less patient with clients and colleagues and 46% felt less physically able to carry out work tasks.
These symptoms may result in time off work, passing the opportunity of a promotion, reduction in hours or even leaving the workforce altogether. This is not only distressing for women involved, but it has a huge impact on the UK economy which is losing out on their skills.
Many women have experienced the awkwardness of attending a meeting and leaving halfway through to fan themselves down in the bathroom to alleviate a hot flush. Other commonly reported symptoms include poor concentration, tiredness, poor memory, low mood and low confidence. Having to explain these symptoms to a superior who may have no understanding of or sympathy for women’s health issues can be difficult.
Businesses must take the necessary steps to ensure they are creating an inclusive, diverse, and supportive environment for employees experiencing menopause. This may include implementing appropriate policies and educating staff on the subject through good quality training, which is likely to improve the overall wellbeing and productivity of employees.
Many larger companies already have policies in place that offer support for employees going through menopause but some smaller companies are not equipped to deal with concerns of this nature. Although it may not feel like the employee’s responsibility, they must speak to their employer to increase their chances of gaining support. In turn, this might encourage others to voice their issues regarding menopause in the workplace, paving the way for better support in the future.
In Feb 2024, the Equality and Human Rights Commission (EHRC) released new guidance on menopause in the workplace, setting out employers’ legal obligations under the Equality Act 2010. The aim is to clarify the legal obligations of employers but also to provide practical tips on making reasonable adjustments for affected employees.
Under this act, if menopause symptoms have a long-term and substantial impact on the woman’s ability to carry out daily activities, these symptoms could be considered a disability. If menopause symptoms amount to a disability an employer will be under a legal obligation to make reasonable adjustments. They will also be under a legal obligation to not directly or indirectly discriminate on the grounds of age and sex.
If you are in need of help and are wondering where to start in order to discuss menopause with your employer, here are some tips:
Keep a diary of your symptoms and how they are impacting your performance on your working day, you can bring this up in a conversation with how your symptoms might be affecting you.
Approach your manager about menopause policies. The British Standards Institute (BSI) launched new standards for menstruation and menopause in the workplace and the guide provides examples of workplace adjustments that can be made to improve the wellbeing at work of menopausal women. Employers can launch their own policies so it is worth asking if your company already has one in place via your employee handbook or HR department. However, if no policy is in place, it might be time to approach management about creating one.
Enquire about flexible working arrangements if you think this would make your menopausal experience more positive. Enquire about sickness absence procedures that allow women time off for health appointments, or making changes to shift patterns such as varying start or finish times, particularly helpful on warmer days or on nights where a woman has had a poor nights sleep.
Encourage open conversation about menopause. Ask your employer whether they provide information and raise awareness, not just in women going through menopause but all staff, in particular line managers who have responsibilities for the health and wellbeing of their team at work. Also ask what support is available, who and where can women or line managers go when they need additional help and advice, or is there even a named ‘menopause champion’ in the team.
Ask about whether there can be a change to the physical work environment if you feel it would benefit you. For example, are you allowed a desk fan, can you move your workstation to a window that can be opened, or relaxing uniform policies?
Employers have a duty to ensure the health and safety of all their workers and to identify issues that impact them including menopause. Creating a workplace culture that is open and accepting to menopause and other female-related health issues, can help staff overcome stigma and facilitate encouragement and support of one another which in turn positively influences the wellbeing of all staff in the workplace.
