Menopause is a natural biological process that marks the end of a woman’s reproductive years. It’s important to remember that the menopause is normal, and support should be available to help women at work. Menopausal women are the fastest-growing demographic in the workforce, so it’s important now more than ever to be able to speak openly about menopause at work.

Whilst often shrouded in silence, it’s an experience that will impact nearly half of the workforce at some point in their careers. Despite this, the topic remains under-discussed in many workplaces, leading to unnecessary challenges for those experiencing it. This blog will look at what menopause is, its impact on the workplace, and how organisations can support their employees through this transition.

Understanding Menopause

Menopause typically occurs between the ages of 45 and 55, although it can happen earlier or later. The average age for a woman to go through menopause is 51. Menopause is defined by the cessation of menstruation for twelve consecutive months. The transition period leading up to menopause, known as perimenopause, can last several years and involve a range of symptoms. Menopause is characterised by the significant hormonal changes, primarily the decline in oestrogen and progesterone, leading to various physical and emotional symptoms.

The list of symptoms that can be associated with menopause is varied and very long. Some common symptoms include:

• Hot flushes: Sudden feelings of warmth that can spread over the body.
• Night sweats: Severe hot flashes that occur at night and can disrupt sleep.
• Mood swings: Low moods, irritability, nervousness, and anxiety. Emotional fluctuations that can affect overall mental health. Loss of self-confidence.
• Cognitive changes: Difficulty concentrating, memory lapses or ‘brain fog’ and reduced cognitive function.
• Sleep disturbances: Insomnia or fragmented sleep patterns.
• Physical symptoms: Joint pain or stiffness, aches and pains, fatigue, weight gain and headaches. Palpitations: heartbeats that suddenly become more noticeable.
• Changes in hair and skin conditions: Dry skin or increase in skin oiliness and onset of adult acne. Thinning hair or hair loss.

Menopause can also increase your risk of developing certain other problems, such as weak bones (osteoporosis) or cardiac disease.

This is by no means the full list and the severity and combination of any symptoms vary among individuals, but they can significantly impact daily functioning and overall quality of life.

The Impact of Menopause in the Workplace

For many women, menopause coincides with a peak stage in their careers. Despite their experience and skills, menopausal symptoms can hinder work performance and career progression. Here’s how:

• Reduced Productivity: Cognitive symptoms and sleep disturbances can lead to difficulties in concentration and memory, reducing overall productivity.
• Increased Absenteeism: Severe symptoms can result in increased sick leave, affecting attendance and reliability.
• Workplace Relationships: Mood swings and emotional fluctuations can strain professional relationships, leading to misunderstandings and conflicts.
• Health and Safety: Physical symptoms like hot flashes and dizziness can compromise personal safety, especially in high-risk environments.
• Career Advancement: The stigma and lack of support may discourage women from seeking promotions or taking on additional responsibilities.

Creating a Supportive Workplace Environment

The menopause is unfortunately a natural part of life and, if met with understanding, women and their partners, colleagues and managers will be able to navigate it much more easily. It’s good to see that more workplaces are now putting training policies in place.

Addressing menopause in the workplace requires a multi-layered approach. Here are some key strategies organisations can implement:

• Awareness and Education: Conduct training sessions to educate employees and managers about menopause. Dispel myths and reduce stigma through awareness campaigns. Include information on menopause in health and wellness programmes.
• Flexible Working Arrangements: Offer flexible working hours to accommodate varying energy levels and sleep patterns. Provide options for remote work to reduce stress and manage symptoms better. Allow for breaks as needed to manage hot flushes or take medication.
• Health and Wellness Support: Encourage open conversations about menopause and create a supportive culture. Provide access to healthcare professionals who specialise in menopause. Offer mental health support, including counselling and stress management resources.
• Physical Workplace Adjustments: Ensure the availability of temperature control in workspaces to manage hot flushes. Provide comfortable seating and ergonomic workstations. Create private spaces where employees can rest or cool down if needed.
• Policy and Practice Changes: Develop and implement policies that recognise menopause as a significant health issue. Include menopause in diversity and inclusion initiatives. Ensure confidentiality and sensitivity in handling menopause-related issues.

As with all struggles and difficulties in life, it is always good to talk. Women should not have to give up their jobs, partners, family members or friends because of menopause. A number of women consider giving up work because of their symptoms meaning organisations lose some very valuable talent unnecessarily. The key to understanding is awareness and, if more people knew about the menopause and women felt supported at home and at work, the difference could make their experience of it so much more manageable.

The Benefits of a Supportive Approach for Employers

Supporting menopausal employees is not only a necessity but also makes good business sense:

• Retention of Experienced Employees: By providing support, companies can retain experienced and skilled workers, reducing turnover and recruitment costs.
• Increased Productivity: Addressing symptoms and providing accommodations can lead to improved productivity and job performance.
• Enhanced Employee Wellbeing: A supportive environment can enhance overall employee wellbeing, leading to higher morale and job satisfaction.
• Diversity and Inclusion: Addressing menopause demonstrates a commitment to gender equality and inclusivity, enhancing the company’s reputation as an employer of choice.
• Legal Compliance: In some areas, failing to support menopausal employees can lead to discrimination claims, making proactive support a legal safeguard.

Conclusion

Menopause in an inevitable stage in many women’s lives, and its impact on the workplace should not be underestimated. By fostering awareness, providing support and making necessary adjustments, employers can create a workplace where all employees, regardless of their life stage, can thrive. Embracing this approach not only benefits the individual employees but also enhances the overall health and productivity of the organisation.