Why is menopause a workplace issue?

There are very good reasons why employers should treat menopause as an important occupational health and people management issue.

Fostering an age- and gender-inclusive workforce in paramount.

There are very few workplaces where menopause is not an issue affecting women employees. For example, in the UK, there are almost four million women aged 45–55 in work (ONS Social Survey Division 2021), which represents a significant and growing section of the workforce.

In brief:

• Women over 50 is the fastest growing demographic
• Approximately 80% of women experiencing the menopause are in work
• It is estimated that up to 25% of women have considered leaving work prematurely due to the menopause

Some sectors with a predominantly female workforce, such as  health and social care and teaching, employ huge numbers of women who are either perimenopausal, menopausal or post-menopausal.

For many the onset of menopause during middle age can coincide with increased caring responsibilities for elderly parents or relatives, often at a time when they are still caring for children. The potential for these increased emotional demands to cause stress and/or negatively impact on mental wellbeing is significant, especially if it coincides with hormonal change. The level of support that women receive at this stage of their working life can be pivotal in facilitating their continued economic participation, as well as the ability of employers to attract and retain experienced and valuable skills and talent. The menopause is therefore an important gender- and age-equality issue, and should be part of an organisation’s approach to developing inclusive workplaces that support women’s progression at work throughout their employment lifecycle.

The menopause is a natural biological process that marks the end of a woman’s reproductive years. While it’s a natural phase of life, it can bring about various physical and emotional changes that can impact a woman’s overall well-being. As Line Manager’s it’s essential to recognise and support staff members who are going through this transition. Bywater Kent Support Services Ltd is taking a proactive step by organising a Training Session for Managers on Menopause in the Workplace. In this blog post however, we briefly delve into the significance of supporting menopause in the workplace and explore ways to provide effective assistance.  The definitions ‘Menopause’ Pre-menopause; Perimenopause; Menopause and Post Menopause.  It is important never to make assumptions based on age or perceived gender.  There is also early menopause/ surgical menopause/ medical induced menopause.

Understanding Menopause

The menopause typically occurs between the ages of 45 and 55 (the average age is 51), and during this time, the ovaries cease producing eggs and the levels of hormones like estrogen, testosterone, and progesterone decline. This hormonal shift can lead to a range of symptoms, including hot flashes, night sweats, mood swings, fatigue, and reduced bone density.

The menopause topic affects everyone in one way or another, whether going through or supporting partner’s, family and friends.

Why Support Matters

The workplace plays a crucial role in every employee’s life, and understanding and supporting women going through menopause is pivotal for creating an inclusive and nurturing environment. Menopause-related symptoms can significantly impact productivity, job satisfaction, and overall well-being. Acknowledging these challenges and providing targeted support can foster a positive work culture.

The vast list of recognised symptoms of perimenopause includes hot flashes/flushes; Brainfog; Sleep disturbance; anxiety/ depression; Fatigue; Joint Pain…..our Training will cover this topic including Reasonable Adjustments.

Steps to support Staff

1. Educate and Raise Awareness: Start by raising awareness about menopause and its potential impact on employees. This can be done through workshops, informational materials, and open discussions. Bywater Kent Support Services Ltd’s upcoming Training Session for Managers is a prime example of proactive education on the topic.
2. Create a Supportive Policy: Develop a dedicated menopause policy/ guidance document that outlines the School’s commitment to supporting staff during this phase. This policy/ guidance can detail flexible working arrangements, access to support networks, and options for reasonable adjustments.
3. Training for Managers: Equip managers with the knowledge and skills to recognise and raise awareness to enable managers to respond to menopause-related challenges with best practice approaches. The training session that is to be hosted by Bywater Kent Support Services Ltd is an excellent initiative to empower managers to provide appropriate support and raise awareness..
4. Flexible Working Options: Offering flexible working arrangements to accommodate symptoms like hot flashes and fatigue. This could include adjusted working hours, remote work options, or temporary workload adjustments.
5. Access to Resources: Provide easy access to resources and guidance from reputable organisations. Signpost employees to organisations like Occupational Health, Employee Assistance Programmes the NHS, CIPD, Faculty of Occupational Medicine, ACAS, and the British Menopause Society for accurate information and support including their own GP/ Menopause Specialist.

Confidentiality and Respect: Create a culture of openness and understanding. Ensure that conversations about menopause-related issues are handled with the utmost confidentiality and respect and Managers have confidence to discuss.

• Wellness Programs: Incorporate wellness programs that focus on mental and physical well-being. Activities such as yoga, mindfulness sessions, and exercise classes can help manage stress and promote overall health and wellbeing.

Conclusion

Supporting menopause in the workplace is not just a matter of policy; it’s a commitment to valuing your employees and their well-being. By acknowledging the challenges that menopause can bring and offering practical support, you contribute to a healthier and more inclusive work environment.

Further Health and Guidance (links):-

NHS – Menopause – Help and support – NHS (www.nhs.uk)

CIPD  Menopause resources | CIPD

ACAS Managing the effects of the menopause: Menopause at work – Acas

British Menopause Society British Menopause Society | For healthcare professionals and others specialising in post reproductive health (thebms.org.uk)

World Menopause Day – BMS & ITN Business Showcase – YouTube

British Standards BS 30416 BS 30416 Understanding menopause and menstrual health | BSI (bsigroup.com)

Megs Menopause Youtube Megsmenopause – YouTube

Faculty of Occupational Medicine Guidance of Menopause and the Workplace Advice on the menopause (fom.ac.uk)

Education Support Search | Education Support

Along with Occupational Health/ School’s EAP via Vivup or Education Support and own GP/ and Specialist Menopause Practitioners