52% of the population of the UK is female and will go through perimenopause and menopause, typically between the ages of 45-55.
Menopause is a significant life event for many; it involves hormonal changes that can result in various physical, emotional, and cognitive symptoms. These symptoms can affect work performance and overall well-being if not addressed appropriately. Here are just a few of the impacts menopause can have on employees at work:
Physical Symptoms: Hot flashes, night sweats, and sleep disturbances can lead to fatigue, reduced concentration, and increased stress levels.
Emotional Challenges: Mood swings, anxiety, and depression can affect an employee’s emotional well-being and relationships with colleagues.
Cognitive Changes: Some women report experiencing memory lapses or difficulty concentrating during menopause, which can affect their productivity.
Looking back over my own personal journey and understanding peri menopause and menopause more now I can see that my symptoms started when I was in my early 40s. I was 48 before I was able to see an NHS specialist and be given the support I needed to manage my symptoms. For 8 years, personally and professionally, I had to deal with physical, emotional and cognitive symptoms and changes with little or no support, mainly due to my own lack of awareness around perimenopause. Looking back, I can see how I could have benefitted so much from greater knowledge and support, so I am delighted that this is now a subject which is being more openly discussed amongst women and I am a huge advocate for raising awareness and increasing support in this area.
Why social sector employers should care
In today’s ever-evolving workplace, diversity and inclusion are more important than ever. In the UK, there are around 4.5 million women aged 50–64 currently in employment and women over the age of 50 are the fastest growing group in the workforce.
However, research by Peppy has shown that employees going through menopause are more likely to leave their jobs (1 in 4 consider leaving work due to menopause symptoms, 1 in 10 actually do), they are reducing their hours, or working less and not actively looking to advance their careers.
In the UK, the Government received written evidence that an estimated 14 million working days are lost per year due to symptoms of menopause.
Supporting employees at this critical time is not just a social responsibility, but it can help improve:
Employee Retention: Supporting employees through menopause can contribute to increased job satisfaction and retention rates, saving your organisation recruitment and training costs.
Productivity and Performance: When employees receive the necessary support, they are better equipped to manage menopause symptoms and maintain high levels of productivity.
In addition, it could ensure that women going through menopause are treated fairly, reasonable adjustments made and, although menopause itself is not a protected characteristic under the Equality Act, disadvantage or less favourable treatment due to the menopause may be discrimination if it relates to an existing protected characteristic.
In today’s job market, employers’ brands are everything, and the benefits they offer form a significant part of that. Providing support for a significant part of the workforce could be increasingly valued by job seekers.
How Employers Can Support Employees Going Through Menopause
Awareness and Training: Raise awareness about menopause within your organisation by providing training and resources for both employees and managers. This will help create a more informed and empathetic workplace.
You can view Roots HR’s webinar on The Menopause and Work here.
Flexible Work Arrangements: Offer flexible work hours or hybrid work options to accommodate employees’ needs during menopause, such as managing symptoms or attending medical appointments.
Wellness Initiatives: Where feasible seek to implement wellbeing initiatives to help employees manage the physical and emotional aspects of menopause.
Confidentiality and Open Communication: Encourage open conversations about menopause while respecting employees’ privacy. Where possible provide confidential channels for employees to discuss their concerns.
Adjustments to the Work Environment: Make reasonable adjustments to the workplace, such as temperature control or access to quiet spaces, to support employees dealing with hot flashes and concentration issues.
Policy Review: Ensure your policies and procedures are inclusive and considerate of employees experiencing menopause.
