Menopause, a natural phase in every woman’s life, presents unique challenges that often surface in the workplace. For many women, perimenopausal and menopausal symptoms can emerge at the most inconvenient times, including during professional engagements. This reality underscores the urgent need for business leaders to cultivate a supportive and inclusive environment for employees experiencing menopause.
The average age of menopause is 51, with symptoms often beginning years earlier. Consequently, women experiencing menopausal symptoms constitute the fastest-growing demographic in the UK workforce. With nearly eight out of ten women within this age group actively employed, addressing menopause in the workplace is not merely a matter of personal health but a crucial business imperative.
A study by the Chartered Institute of Personnel and Development (CIPD) highlights the significant impact of menopausal symptoms on professional performance. According to the research, 67% of women aged 40-60 who experience menopausal symptoms report a predominantly negative impact at work. Furthermore, 79% indicate decreased concentration, 68% face heightened stress, 49% struggle with patience towards clients and colleagues, and 46% find themselves less physically capable of performing their duties.
These symptoms can lead to increased absenteeism, missed promotion opportunities, reduced working hours, or even workforce attrition. The economic ramifications are substantial, with the UK economy losing out on the valuable skills and contributions of these women.
Instances of women having to leave meetings to manage hot flushes or deal with other disruptive symptoms are all too common. Symptoms like poor concentration, fatigue, memory lapses, low mood, and diminished confidence further complicate professional interactions, especially when explaining these issues to superiors who may lack understanding or empathy for women’s health concerns.
To address these challenges, businesses must implement comprehensive policies and training programs that promote an inclusive and supportive work environment. Larger companies have begun to recognise the importance of these measures, but smaller firms often lag behind. Despite this, employees must advocate for themselves to initiate change, fostering a culture where others feel empowered to voice their concerns.
The Equality and Human Rights Commission (EHRC) issued new guidelines in February 2024, delineating employers’ legal responsibilities under the Equality Act 2010. These guidelines aim to clarify the need for reasonable adjustments and outline the obligation to prevent age and sex discrimination. Menopause symptoms that substantially impact daily activities can be classified as a disability, necessitating legal adjustments by employers.
For employees seeking support, several strategies can facilitate a constructive dialogue with employers. Keeping a detailed diary of symptoms and their impact on work performance can provide a basis for discussion. Employees should inquire about existing menopause policies or advocate for their creation if none exist. Flexible working arrangements, adjustments to shift patterns, and allowances for health-related absences can significantly improve the work experience for menopausal women.
Promoting open conversations about menopause is equally crucial. Employers should raise awareness across all staff levels, ensuring that line managers, in particular, are informed and equipped to support their teams. Designating a ‘menopause champion’ within the organisation can provide a dedicated point of contact for advice and support.
Additionally, modifications to the physical work environment, such as allowing desk fans, adjusting workstations, or relaxing uniform policies, can make a significant difference. Employers have a duty to safeguard the health and safety of their workforce, and addressing menopause is a vital aspect of this responsibility.
Creating a workplace culture that acknowledges and supports menopause can help dismantle stigma, encourage mutual support among staff, and enhance overall well-being. For business leaders, this is not just about compliance or empathy—it’s about leveraging the full potential of their workforce and driving sustained business success.
