Menopause in the Workplace

International Women’s Day is held on 8 March, and one aim is to raise awareness of female bias and stereotypes. One commonly misunderstood issue is the menopause, which tends to conjure up various stereotypes and associated stigma. When it comes to menopause in the workplace, organisations often fall short in their approach to employee support.

I believe that menopause is a business-critical issue for strategic hiring, development, promotional and retention decisions. So, how can companies tackle this taboo topic effectively? How can organisations shift to a more open environment, where female employees feel comfortable sharing their challenges with their line managers?

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“50% of the UK population is female.”

Trading Economics and Statista

With thousands of women in the workplace, it makes sense economically and from an engagement perspective to design workplaces and working practices that accommodate the effects of menopause. But even in today’s society, women are still embarrassed to approach this subject with their managers. The impact of this natural hormonal change is rarely spoken about openly and often only shared privately between female colleagues.

In fact, it could be argued that menopause is a diversity issue. Under the Equality Act 2010, menopause is largely covered under three protected characteristics: age, sex, and disability discrimination. The Health and Safety at Work Act 1974 provides for safe working, which extends to the working conditions when experiencing menopausal symptoms.

Employees are not allowed specific time off during the menopause or to cope with menopausal symptoms. However, it is possible for a menopausal or perimenopausal employee to be considered as having a disability under the Equality Act 2010. With up to a third of women experiencing severe menopausal symptoms impacting on their quality of life, this is an increasingly pressing issue that should not be hidden or ignored.

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“9 out of 10 workers said menopause had affected their life.”

TUC

Women in the workplace often report greater difficulty in managing their symptoms. They can feel embarrassed and unable to disclose their menopausal status, fearing they may be stigmatised for being menopausal.

The most reported difficulties experienced by menopausal women include poor concentration and memory, tiredness, feeling low/depressed and reduced confidence. Commonly associated hot flushes can also be problematic at work; this has been linked to women having a higher intention to leave the workforce. 

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“Three in five menopausal women between the ages of 45 and 55 say it has a negative impact on them at work.”

Chartered Institue of Personnel and Development

This staggering stat proves that most women are keeping their menopause challenges hidden. In reality, the menopause has traditionally been seen as a private matter or ‘a women’s issue’ and is certainly not an openly discussed topic. In most cases, menopause is still not considered in the design of workplaces and working practices.

Paddy Lillis, general secretary of the Union of Shop, Distributive and Allied Workers concluded, "Symptoms of the menopause can be aggravated by working conditions but can be alleviated to some extent by simple but effective adjustments to the working environment or working practices." It’s time for organisations to consider and implement such changes.

For many working women in today’s society, the stigma around the menopause raises questions such as:

• Will I have to give up my job when I reach the age of 50?

• What if I feel so unwell that everyday life becomes unpredictable?

• What if I have to leave because I can no longer function in the workplace?

• What if I don’t feel comfortable telling anyone at work about what’s happening to me?

• Will I feel this way for more than a decade?

Although in many cases medication may be able to help 90% of those suffering with menopausal symptoms, only 14% might actually receive this (Dr Louise Newson).

Is the menopause a trade union issue? Employers have a duty to prevent workplace discrimination by adjusting the culture to ensure women can work safely when experiencing menopause issues. But there are advantages for employers that take a more proactive approach towards the menopause too. Imagine the possibilities of raising awareness and the benefits of women able to seek further support?

We should also remember that it’s not only women who are affected by the effects of the menopause. Transgender employees, along with the male partners of women affected may also find their lives heavily impacted. Organisations can improve their working environments by gaining the right knowledge and having effective employee support resources to hand.

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“Together we must end the stigma and ensure that no woman is put at a disadvantage, from menstruation to menopause."

Dawn Butler, Shadows & Equalities Labour MP

Raising awareness of menopause in the workplace should be an integral part of our health, wellbeing, and talent agendas. Organisations need to be doing more to encourage open dialogue about this topic and there is considerable ground that needs to be covered. Employees need to feel they are supported, and at the same time, employers need to know how to handle menopause in the workplace, including the right approach and knowledge.

Is the menopause still a taboo in your workplace? Has your organisation made awareness of the effects of menopause a bigger priority over recent years? Although there has been an increase in the education around this topic, as well as manager training, there is a long way to go until the sigma and stereotypes relating to the menopause are a thing of the past. Together, we can lead this change.

We are keen to raise awareness of the menopause and other matters, which is why Teare Executive Search has organised regional HRD thought leadership events. Why not join us at one of our national HRD events, the first being the Northwest Business Lunch on 29 April 2022 at 1pm and the second being the Yorkshire Business Lunch on 13th May at 12:30pm. Find out everything you need to know for managing menopause in the workplace.

Get in touch to book a place, call 07542 849 157 or email: gemma.parkins@teareexec.com

Please note, we will have limited places so recommend you reserve your space soon.

Mandy Turpin
Director - Teare Executive Search