Women’s health is finally getting the recognition and support it deserves and this is not only in a medical setting, but also how women’s health affects day-to-day lives, including in the workplace. We are increasingly aware that organisations educating themselves how best to support individuals in the workplace can have a profound impact on people being suitably equipped to cope with the multitude of symptoms that can be experienced.
Symptoms, which may persist for several years, include anxiety, reduced concentration, sleep disturbances, hot flushes, and heavy periods. These symptoms can be both physically and emotionally distressing, potentially affecting workplace relationships. For some individuals, symptoms are so severe that they require time off or consider leaving their jobs, often feeling unable to disclose their reasons for absence to their managers.
Organisations should approach menopause as they would any other health issue. This approach not only helps to break the stigma and taboo surrounding menopause in the workplace but also fosters an inclusive environment where employees and managers can openly discuss and implement any necessary adjustments.
This guide is designed to assist employers in developing a supportive framework for employees experiencing menopause. Please note that while we provide practical guidance, we do not offer legal or medical advice. Employers should seek specialist advice for individual cases as needed.
Understanding Menopause
Menopause marks the stage when a woman’s estrogen levels decrease, leading to the cessation of menstrual periods. The transition period leading up to menopause, known as perimenopause, involves significant hormonal changes that can cause a variety of physical and psychological symptoms. While some women experience mild or no symptoms, others may face severe challenges, impacting their ability to cope. Perimenopause can last several years, often affecting work performance and attendance.
Menopause also affects transgender, non-binary, and intersex individuals, with varying symptoms and impacts across different ethnic groups. In the UK, menopause typically occurs between the ages of 45 and 55, with the average age being 51. However, early menopause (ages 40-45) and premature menopause (before age 40) can occur, sometimes due to surgery or medical treatments like cancer therapy.
Recognising the Symptoms
Each woman experiences perimenopause differently, with symptoms fluctuating over time. While some manage symptoms with hormone replacement therapy (HRT), all can benefit from lifestyle adjustments. Common symptoms include:
- Hot flushes
- Aches and pains
- Frequent or urgent need to urinate
- Irregular or heavy periods
- Poor sleep and night sweats
- Poor concentration and memory issues, often termed ‘brain fog’
- Mood changes, such as anxiety and depression
Without proper support, these symptoms can hinder work performance, reduce confidence, and strain relationships both at work and home. Women may also face additional stressors such as bereavement, divorce, or caring for elderly parents, alongside childcare responsibilities.
The role of businesses
The menopause is a recognised occupational health issue and also a gender and age equality issue so it is important you use workplace guidance to show that your business is committed to supporting your staff during all stages of a woman’s life. One way to do this is by reviewing or updating existing health and safety policies or frameworks, or create new ones, to take into account the needs of workers of all ages. If you don’t have specific menopause policies in place, create a general wellbeing policy that recognises the menopause as a key health issue. You should also make sure staff know who they can speak to if they’re experiencing any menopausal symptoms that do, or could, affect their work in any way. One way to make sure menopause symptoms aren’t being made worse by the work environment, or by working practices, is to carry out a workplace assessment. The Health and Safety Executive (HSE) website has templates you can use which cover both physical and mental wellbeing risks, including for home workers.
If team members are struggling with menopausal symptoms, they need to know that help and support is readily available. There’s no ‘one size fits all’ approach though, and some women may find it easier than others to discuss the menopause with their colleagues or managers. Give staff the option of speaking to someone other than their manager, especially if their manager is younger or male.Some people may feel more comfortable speaking to a colleague they work with more closely, while others may feel more able to talk openly with someone from a completely different part of the organisation who has no influence over their role.
Managers, or the person responsible for occupational health, may need to put specific measures in place that will help staff cope with troublesome menopausal symptoms. Even simple changes to a working environment can make a big difference, enabling a woman to continue to perform at her full potential.Some changes may be physical ones, such as providing new equipment, while others may involve being more flexible with certain procedures. For some staff, many of the practical steps below will be easier to do when working from home than in the workplace. But this very much depends on their home environment. For other staff, being at their workplace may be much better. It’s important to support staff in working from the most comfortable environment for them, when work duties allow some flexibility.
Data from ONs shows that 66.7% of women ages 50-64 are in employment, so that is a significant percentage of your workforce that may be impacted by the menopause. Creating and implementing a dedicated and authentic menopause policy can go a long way in ensuring that the people affected are supported and able to contribute to the business, and the future of their own role, successfully.
Bpesearch has implemented multiple measures to ensure women experiencing the menopause are supported in the workplace. First of all, we have created a Women’s Health Guidance policy for the business. This document is intended to help employees feel able to ask for the adjustments they need to help them manage symptoms of hormonal health (particularly menstruation and menopause) at work and to empower women to ask for adjustments without embarrassment. It also supports line managers to better understand the issues related to menstruation and menopause and be ready to adequately support their staff. Often, initiating conversations around these topics is the most difficult step and by normalising conversations around women’s health in the workplace, we hope to empower those that need our support.
We are also currently working towards an accreditation with Henpicked to become officially recognised as a ‘menopause friendly employer’. We have a dedicated working group committed to ensuring bpesearch is a menopause friendly employer. Henpicked wants all businesses to be menopause friendly and wants:
- To change mindsets and attitudes towards menopause. Making it as easy to talk about as the weather.
- Everyone to understand what menopause is and be able to talk about it openly. This isn’t just an issue for women, everyone needs to know so they can support colleagues, friends and family.
- Those experiencing menopause symptoms to feel confident to discuss it and ask for support if they need it to continue being happy and successful at work.
- Managers to understand menopause, to confidently have good conversations, and know how to help.
Data from ONs shows that 66.7% of women ages 50-64 are in employment, so that is a significant percentage of your workforce that may be impacted by the menopause. Creating and implementing a dedicated and authentic menopause policy can go a long way in ensuring that the people affected are supported and able to contribute to the business, and the future of their own role, successfully.
