October marks Menopause Awareness Month, an important opportunity to shed light on the experiences and challenges of those going through the menopause and perimenopause, particularly in the workplace.
As we delve into this important topic, let’s keep in mind the significance of this month and the need for understanding, empathy and support.
Menopause is a natural and inevitable transition in every woman’s life, is often overlooked in workplace discussions. Despite its prevalence, it remains a taboo subject, with many women suffering in silence.
What is the menopause?
The menopause is a biological process that signals the end of a woman’s ability to conceive a child. It usually happens between the ages of 45 and 55, but it can be earlier (sometimes much earlier) or later.
The menopause produces a range of physical and psychological symptoms that can affect many aspects of life. Every woman is different and not all will be affected in the same way or to the same extent.
Perimenopause, or menopause transition, begins several years before menopause. An individual may start to experience menopausal symptoms during the final two years of perimenopause.
While menopausal symptoms vary greatly, they commonly include:
Hot flushes
Headaches
Poor concentration
Dry eyes
Anxiety
Low mood
Lack of confidence
Panic attacks
Poor sleep
Weight gain
Fatigue
Poor memory
Joint and muscle pain
Menopause symptoms typically last between four and eight years.
According to a report by the Fawcett Society:
“41% of women had seen menopause or menopause symptoms treated as a joke at work”,
Impact of Menopause on Work Life:
Common menopausal symptoms such a fatigue, hot flushes, poor concentration, and mood changes can affect productivity and performance in the workplace. Additionally, the stigma still associated with menopause can exacerbate stress and anxiety, potentially leading to burnout or even early retirement.
It’s not only women facing the menopause that are impacted, a UK Parliament Inquiry details a 2019 survey conducted by the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women- usually aged between 45 and 55- were negatively affected at work and that almost 900,000 women in the U.K. left their jobs over an undefined period of time because of menopausal symptoms. This could mean that women are leaving businesses “at the peak of their experience” which will “impact productivity”. "Women in this age group are likely to be eligible for senior management roles, and so their exit can lessen diversity at executive levels”.
This loss of talent not only affects individual careers but also impacts organisations. By addressing menopause proactively, you can help retain experienced and valuable people while fostering a more inclusive and understanding culture.
Legal Obligations:
As an employer you have a responsibility to ensure the health, safety and welfare of your people. Although The Equality Act 2010 does not define menopause as a disability, nor is it a protected characteristic, the symptoms a person suffers from menopause could be defined as a disability.
In 2021 the UK government published an independent report that “contains ten recommendations aimed at bringing about comprehensive change and support for those experiencing the menopause, in key areas of Government policy, employer practice, and wider societal and financial change”.
The topic of menopause in the workplace is becoming more prevalent and in response, many organisations have implemented menopause policies and support mechanisms to ensure compliance with the law and to create a more inclusive, supportive workplace.
Menopause Action Plans:
The new government proposes a significant change for large businesses with at least 250 employees, introducing a requirement to produce an annual Menopause Action Plan. This plan would need to demonstrate how businesses are actively supporting their people through menopause. This initiative, originally pledged in the Labour Party’s election manifesto, aims to foster a more inclusive and understanding workplace environment with Angela Rayner, Deputy Prime minister, saying that “employers will be required to submit their plans annually to the existing government portal used for gender pay gap reporting”.
Menopause Accreditation:
As a business owner you could consider signing up to the Menopause Workplace Pledge to show that you recognise the prevalent issue of menopause in the workplace.
In signing the Menopause Workplace Pledge, you commit to:
Recognising that the menopause can be an issue in the workplace and women need support
Talking openly, positively and respectfully about the menopause
Actively supporting and informing your employees affected by the menopause
Menopause Discrimination: The Legal Landscape in the UK
In the UK, there is no specific legal requirement for employers to provide support for women going through menopause. However, failing to provide adequate support could be considered sex discrimination under the Equality Act 2010.
Even if your company employs mostly younger women, having a supportive work environment will benefit recruitment and retention in the long run. Accommodating employees’ needs at different life stages is key to building a loyal, diverse workforce.
Providing menopause support also promotes wellbeing and productivity. According to a UK study, “menopausal women report an average of 10 sick days per year due to symptoms, costing businesses over £100 million annually.”
Those employers who feel that menopause doesn't affect their company should think again. There are at many reasons to provide menopause information and support for all employees.
With recruitment challenges that most employers face, there now needs to be more than ever stronger strategies to recruit and retain staff.
Menopausal women are said to be one of the fastest growing UK workforce demographics. So, widening the talent pool to recruit from the rise in older working women, could help support recruiting staff into the business. Therefore, creating a supportive environment for these workers makes good business sense.
Also, no organisation is immune to the ageing population and menopause. Excluding certain groups is unethical and short-sighted. A diverse, multi-generational workforce has significant benefits to overall business performance.
With people living and working longer, supporting health transitions at all life stages will become increasingly important for productivity, staff retention, and avoiding legal issues. Taking an inclusive, compassionate approach is vital for sustainable success.
Menopause Related Employment Tribunal
In a legal first, the case of a woman that was allegedly discriminated against due to suffering menopause symptoms was heard by a tribunal.
The employee, Ms Rooney, a social worker took sickness leave from her job with Leicester City Council due to symptoms of the menopause. Her symptoms included Insomnia, fatigue and tiredness, headaches, confusion, stress, memory loss and hot flushes.
Ms Rooney resigned claiming that she received inappropriate comments and unfavourable treatment.
The Facts:
Ms Rooney was suffering from menopause symptoms, as well as anxiety and depression and took period of extended sickness leave from her role as a social worker.
Ms Rooney received a formal warning after informing her employer of her symptoms. This led to Ms Rooney resigning.
The Judgement:
This case saw the first employment appeal tribunal decision that menopause symptoms can amount to a disability and that “Rooney was disabled at all material times covered by her claims by virtue of her symptoms”.
Baroness Kishwer Falkner, chairwoman of the Equality and Human Rights Commission said: “Menopause symptoms can significantly affect someone’s ability to work".
The case is the first involving an employment tribunal where menopause symptoms are deemed to amount to a disability for the purposes of the Equality Act, the EHRC said.
Rooney said: “I was a dedicated children’s social worker and I worked at Leicester City Council for 12 years but when I started suffering with work-related stress and anxiety and menopausal symptoms nobody listened or helped me".
“I felt let down and betrayed after working there for so long and I felt they had no compassion and understanding and awareness of the menopause".
“When I received a formal warning for being off sick I felt that I had not been treated fairly so I tried to appeal my manager’s decision, but unfortunately my appeal was not upheld so I made the tough decision to resign from a job I loved after 12 years of loyal service.”
An article in Personnel Today explains the case.
Creating a Supportive Workplace:
To foster a menopause inclusive workplace, you can implement various measures, such as:
Education and Awareness: Provide information and training on menopause, its symptoms, and the challenges that women face during this transition.
Develop a Menopause Policy: Outline the support and resources available to employees in a supportive policy. Include adjustments that can be made to accommodate menopausal symptoms. Such as reviewing workplace temperature controls and ensuring women have flexibility to make adjustments as needed for their symptoms.
Flexible Working Arrangements: Offer options such as remote work or flexible hours to accommodate the physical and emotional challenges of menopause.
Providing information about menopause and treatment options as part of an employee wellness programme.
Evaluating attendance and leave policies to ensure they accommodate menopause-related illness and medical appointments.
Making workplace adjustments on a case by case basis for women experiencing severe symptoms. This could include flexible work arrangements, reduced hours or different work duties.
Monitoring the number of women leaving employment during the menopause transition and conducting exit interviews to identify any policies or support that could improve retention.
Reviewing recruitment processes to ensure potential discrimination against older female candidates. Requirements for “high energy” or long hours may disadvantage women in their 40s and 50s.
Open Communication:
Encouraging discussions with your people about menopause will create a supportive culture where women feel comfortable sharing their experiences and seeking, or providing, assistance. There are several ways you can do this:
Designate a Menopause Champion: Identify individuals in your organisation who can serve as menopause champions or ambassadors. These individuals can provide guidance and support to colleagues experiencing the menopause.
Facilitate Conversations: Break down the barriers and normalise conversations about this natural life transition. Establish a forum where your people can openly discuss menopause.
Get Regular Feedback: To help ensure your organisation continues to evolve and adapt, regularly solicit feedback from your people on the effectiveness of existing menopause support measures in your workplace.
By fostering open communication and dialogue around menopause, you can help dismantle the stigma surround this natural transition, empowering your people to seek the support and understanding they need to thrive in the workplace.
As a business owner or manager, you should aim to cultivate an environment where your people feel safe discussing and addressing all their menopause related concerns – hot flushes and all!
Conclusion:
It’s clear that UK workplaces must prioritise supporting women experiencing menopause by implementing inclusive policies and fostering open communication. By providing resources, understanding, and creating an environment where women feel comfortable discussing their experience of menopause and peri menopause, you can help ensure this natural life transition doesn’t hinder the wellbeing or professional growth of your people.
Not only is it the right thing to do, but it will also help you to retain experienced and talented team members.
With awareness and action, you can transform the workplace into a supportive and inclusive space for all and empower women to thrive in all stages of their lives and careers.
The NHS website has some good, basic information about the menopause and early menopause:
There are various organisations that provide help and support relating to the menopause, including:
The British Menopause Society: https://thebms.org.uk
Women’s Health Concern: https://www.womens-health-concern.org
Menopause Matters: https://www.menopausematters.co.uk/
Online Resource:
This resource pack written by Dr Kirsten Protherough of Healthacate, who specialises in education and empowerment of heath. Together with our very own HR Hero, Kate Bennett, gives your organisation the tools and resources to support your people and upskill managers to understand how to provide menopause support in the workplace.
What you'll get:
Menopause Policy
Good Practice Guide for Employers and HR/Managers
Support Pack for Employees
Bitesize video
Understand what support you can put in place for staff who are affected by the menopause.
Half price at £125 (usually £250) throughout menopause awareness month, this October.
If you need advice or support to implement an effective performance management system in your organisation, or have a tricky issue in the team and need an expert help then contact us today, by clicking this link:
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