Supporting women with peri/menopausal symptoms can have a positive impact on employee wellbeing, retention and the bottom line of your business.
At 49, menopause hit me. I was blindsided and completely unprepared, despite being an educated and intelligent woman. The symptoms hit me like a freight train â hot flushes, sleepless nights, brain fog, fatigue, and loss of my mojo!
In the workplace, I told no one and hid my symptoms. I did not want to be labelled as menopausal, as I feared I would be considered as âold,â âpast it,â and unable to do my job. I found myself questioning my competence and confidence. I wasnât alone â millions of women are silently struggling through peri/menopause at work, often with little to no support. In fact, menopausal women are the fastest growing demographic in the workplace.
Menopause affects half the workforce at some point, and yet, so few workplaces are addressing it. Ignoring menopause isn't just bad for women â it's bad for business.
In the UK, an estimated 7,123* women reach the menopause every day, and it's estimated that this year around 1.1 billion women worldwide will be postmenopausal. Menopause occurs between the ages of 45 and 55, at a time when women are often at the peak of their careers. Despite the growing number of women in the workforce, the menopause still remains a taboo subject, often misunderstood and shrouded in stigma.
In reality, almost every woman will go through the menopause. This isnât merely hot flushes and mood swings. There are more than 40 symptoms, including brain fog, insomnia, anxiety, depression, joint pain, and many more. For women going through this inevitable stage of life, 85% report experiencing symptoms of varying type and severity, lasting on average 7 to 10 years. Those going through the menopause may find it helpful to track their symptoms .
Peri / menopause can have a significant impact on womenâs professional lives. Up to 20% of women experience severe symptoms . According to recent data from CIPD, 64% of women reported that their menopause symptoms have had a mostly negative impact on them at work, with over half of respondents (53%) reporting that they missed work due to their symptoms. The two most concerning symptoms menopausal women faced at work were difficulty concentrating (79%) and increased stress levels (68%).
Employers who proactively address this issue will see clear benefits:
The UKâs , introduced to Parliament on 10 October 2024, marks a pivotal moment in modernising workplace legislation and promoting inclusivity. One of its groundbreaking aspects is the specific focus on menopause in the workplace. Under âPrioritise fairness, equality and wellbeing of workersâ it recommends ââintroduce Equality Action Plans, setting out how to address gender pay gap issues and support employees going through the menopauseâ
Recognising the challenges that menopause can present for women in their professional lives, the Bill mandates that large employers create actionable support plans for menopausal employees. These plans address workplace challenges related to menopause, including flexible working options, better temperature control in workspaces, and accessible support systems.
The Bill signals an important acknowledgment of the impact menopause has on many employees and sets the stage for a more inclusive workplace culture. While this new legislation lays the groundwork, the true test will be in how earnestly employers engage with these changes to implement meaningful support for women.
If you want to become menopause inclusive, here are 9 tips:
Tip 1: Get sponsorship from senior leaders which encourages the rest of the organisation to engage meaningfully.
Tip 2: Build male allyship to ensure that the impact of menopause is recognised and understood by the entire organisation.
Tip 3: Invest in education and awareness to normalise the topic and give managers and co-workers the confidence to support their colleagues.
Tip 4: Introduce menopause-friendly policies, such as flexible working, hybrid working, access to quiet or cooler workspaces, and health benefits that cover menopause-related treatments.
Tip 5: Find low-cost workplace adjustments (such as desk fans, more frequent breaks, or the option to work from home) which can make a significant difference for menopausal employees.
Tip 6: Have internal champions who can offer peer-to-peer support, a listening ear and help direct others to internal and external resources about the menopause.
Tip 7: Use your EAP to offer additional support, such as confidential counselling and coaching. Occupational Health benefits can also offer guidance and advice.
Tip 8: Follow a risk assessment process to protect both the individual and the employer.
Tip 9: Measure your efforts to improve effectiveness going forward.
Menopause can no longer be ignored.
The first step for any employer is to acknowledge the problem and commit to change. This means reviewing current HR policies to identify gaps and opportunities for improvement. Leaders should gather employee feedback, , and start crafting comprehensive menopause policies.
Companies can make a difference by taking a proactive approach to menopause. It's not just about doing the right thing. It's about protecting your talent, boosting productivity, and staying competitive.
The time to act is now.
Letâs make workplaces where every woman feels supported, respected, and empowered to thrive at every stage of her life.
*Sources: