Menopause in the Workplace: One in Ten

What do 1 in 4 and 1 in 10 mean in relation to menopause in the workplace? Have a think whilst you read this…

Menopause is a natural stage in a woman’s life. Perimenopause starts as the levels of oestrogen, progesterone and testosterone start declining, so is the book end to puberty.  The first thing to remember, it can happen at any age after puberty, so do not just assume it will impact those of an older age bracket and those who were born with a uterus, even if they do not identify as female.

Menopause in general has not really been spoken about, and is just starting to enter mainstream conversation, but we still have a long way to go. Remember where mental health was a few years ago. Menopause does not just impact the person going through the transition but has a ripple effect impacting all in their universe, family, friends and work colleagues.

In relation to symptoms experienced in perimenopause, no two women, will experience the same mixture, intensity over the same length of time. It is a very individualised journey, so there is no one-size-fits-all solution, so don’t just offer them a fan.

Menopause and the workplace

In the UK, we have about 4.5 million women in work, between the ages of 50-64, that does not include those in their 20s-40s who may also be experiencing menopausal symptoms. Symptoms can be a mixture of cognitive, psychological and physical, each person having their own combination.

The severity of symptoms can impact their ability to work; if they are struggling with insomnia, or having night sweats, they will be tired in the day. You may notice changes in their concentration or memory impacting their performance, productivity and attendance. They may be working longer hours to make up for increased absences to attend appointments. They may no longer feel confident enough to speak up in meetings or express that they are struggling. Research by the Chartered Institute of Personnel and Development found that two-thirds (67%) of working women between the ages of 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work. Of those who were negatively affected at work:

• 79% said they were less able to concentrate

• 68% said they experienced more stress

• nearly half (49%) said they felt less patient with clients and colleagues, and

• 46% felt less physically able to carry out work tasks.

Whilst many women remain in work during their transition, we lose 1 in 10 who feel they can no longer continue. Whilst 1 in 4 will consider leaving or going part time.  An NHS report revealed that there are about 60,000 women who can’t work due to the severity of their symptoms, getting them back into work would add about an extra £1.5billion to the economy each year.

What is also frightening is that 1 in 4 menopausal women, are not feeling supported in the workplace, so they will try to hide their symptoms. In the UK, employers have a duty of care to provide a safe environment for their staff to work, but feeling they can’t share how they feel does not reflect that. Don’t forget there are an increasing number of employers being taken to tribunals due to the lack of support, where they are losing and having to pay out big money.

So how can you support your staff?

This starts with starting the conversation about menopause, raising awareness in the workplace, ensuring all managers and staff attend regular awareness training, and not just being prompted in October when it is International Menopause Day. When managers have awareness and know how to support and signpost, staff will be more honest and ask for help.

Employees need to feel they are being supported; all conversations should be non-judgemental, saying things like, ‘I sailed through my menopause’ or ‘my wife never moaned’, should not be said. There are a multitude of reasonable adjustments you can put in place for the employee, but they need to be tailored for their mix of symptoms. Discussing with them first, asking how they want to be helped will go a long way.  Remember every menopausal employee should have adjustments put in place that are individual to them, not everyone needs a fan.

Ensuring your menopause policy is current, with impending legislation, get ahead of it becoming a legal requirement. Put plans in place now.

Signposting staff to help, consider getting staff trained as Champions, like Mental Health First Aiders, they are someone who understands and can advise next steps. Referring staff for an OH assessment to gain a better understanding of the impact of their symptoms. OH assessments are a great tool, to find out how the employee actually is, and for advising on individual adjustments, but a one-off assessment does not guarantee any longer-term improvement. That is where menopause coaching comes in, empowering women to regain their lives from the menopause hormonal haze. Coaching provides protected time for the individual to concentrate on what they need, offering them support, accountability and helping them push their boundaries a bit so they can turn their lives around, to reach their next goal. Small changes lead to lasting change, and an employee can get their lives back.

Remember

In summary, having a menopause-friendly workplace will bring benefits to both the company and employees. It will help you retain talent, reducing absenteeism and presenteeism, building employee loyalty, and becoming a ‘place to work’, as staff feel included and cared for.

So, can you afford to lose any more experienced staff due to menopause symptoms, because you are not supporting them?

Speak to Regent HR today to discuss how we can support your business with our Menopause Coach Julie.