In 2019, Santander UK initiated a significant development in workplace welfare by introducing menopause support for its employees. This move positions the bank as a leader in a vital but often overlooked aspect of employee health benefits, addressing a condition that affects a significant portion of the workforce yet remains underrepresented in corporate health initiatives.

Menopause in the Workplace

Santander UK’s foray into menopause support commenced in 2019, marking the institution as one of the first major employers in the UK to recognise and address this critical stage in women’s health. The initiative was sparked by Theresa Winters, Santander’s senior HR manager, during a holiday in Corfu, where a LinkedIn post about menopause resonated with her personal and professional experiences. Her subsequent social media post about menopause caught the attention of her superiors, leading to a broader organisational focus on the issue.

The menopause experience varies widely among individuals, presenting symptoms such as anxiety, mood changes, hot flushes, and headaches. These diverse symptoms often lead to misdiagnosis, underscoring the need for a variety of support mechanisms within the workplace. Winters’ research revealed that 25% of Santander’s female staff were of menopausal age, with 15% of absences in this group attributed to menopause symptoms, emphasising the relevance and urgency of addressing this issue.

Implementing Supportive Measures

The initial step involved enhancing awareness about menopause and available support avenues. Despite having information on its intranet, Santander recognised the need for more effective communication and conducted a survey to identify specific support needs for employees and managers. Overcoming reluctance to discuss health issues in the workplace, especially menopause, was a challenge acknowledged by Winters. She highlighted the general lack of understanding across genders as a barrier, which could be mitigated through open dialogue.

Santander’s strategy included engaging senior leaders to endorse the program and providing specialised training for managers to foster a psychologically safe environment for discussing menopause. CEO Mike Regnier’s backing was crucial in reinforcing the bank’s commitment to being a menopause-friendly organisation.

Another significant step was the formation of a team of 25 advocates to raise awareness throughout the company. Recognising menopause as a valid reason for absence was also a critical change, encouraging employees to take necessary time off without stigma. Additionally, partnering with Peppy, an employee wellness app, Santander bridged the gap in clinical support for menopausal symptoms, with 750 employees utilising the service.

Broader Industry Context

Despite Santander’s progressive stance, menopause support remains rare in the corporate sector. A 2023 analysis by Adzuna of 25.9 million job ads revealed only 312 mentioned menopause support as a benefit. Moreover, government ministers have recently rejected proposals to classify menopause as a “protected characteristic” under the Equality Act. This is significant, considering the Fawcett Society report indicating that 10% of women working through menopause end up leaving their jobs due to symptoms.

Winters stresses the compelling business case for menopause support, citing employee retention and the need for broader awareness. She notes that Santander’s efforts have enhanced its employer brand, attracting talent who value supportive workplaces.

Guidance for Other Businesses

Winters advises businesses to be clear and consistent in their communication about introducing menopause support. Understanding employee demographics and leveraging data on attrition and absence can strengthen the business case for such initiatives. She also points out that raising awareness and directing employees to existing resources can be effective, low-cost first steps.

Inclusivity and Broader Impact

Santander’s approach to menopause support is inclusive, with its virtual support group, Pause for Support, welcoming both men and women. This underscores the universal impact of menopause, which, while directly affecting women, indirectly impacts a broader demographic, including male colleagues and managers. Winters advocates for more businesses to adopt menopause support, highlighting its extensive impact on the workforce.