Supporting Menopause in the workplace

What is menopause?

The Menopause is a natural part of the ageing process usually affecting women between the ages of 45 to 55 years.

Symptoms of the menopause can include hot flushes, night sweats, anxiety and low mood. Poor quality sleeping, impaired concentration and memory as well as many other symptoms.  The symptoms can vary in intensity and duration.

On average the menopause can last about 4 years from the last period, but for some women this process can last up to 12 years, everyone is different.

It is worth noting that some women require treatments, not all do. Menopause is very individual. Treatments may include HRT stress management exercise CBT and lifestyle advice.

Menopause in the workplace

With all of these emotional and physical symptoms in play, it’s natural for menopause to have an impact on a woman’s working life. In the UK there are approximately 3.5 million women over the age of 50 in the workplace. With 3 out of every 4 women experiencing symptoms, and 1 in 4 reporting severe symptoms (NHS 2019).

From a workplace perspective the CIPD – the chartered Institute of personnel and development identifies a 60% of women who experience symptoms of the menopause state that is having a significant adverse effect on the workplace. This may mean that many women are not getting the support they need and employers are failing to recognise the symptoms and understand what is going on

To minimise impact and increase performance, business` may wish to consider how they can support employees.  As the menopause may have functional impact, in some individuals the severity of their symptoms and impact on a day-to-day basis may be considered a protected characteristic under the Equality Act 2010, there may be a legal duty to consider.

How to provide support..

Employers do not need to be menopause experts, but it is useful if they have an understanding of the symptoms and how it may affect individuals.

Employers may wish to consider the organisational culture, considering compulsory equality and diversity training. They may also wish to tailoring absence policies to support this group of employees.

The workplace environment may need basic adjustments or improving to meet the employees needs at that time. The FOM (Faculty of Occupational Medicine) provide the following advice.

• Temperature in the office may need to be considered. Desk tops fans may help with temperature control. It might be useful if the employee has access to a window which opens.

• Shifts and working patterns may need to be reviewed if sleep is impacted or if the role requires late working.

• Access to cold water should be available at all times.

• Uniform may need to be reviewed, to avoid overheating.

• Menopause policies may need to be reviewed.

Support will help break down the barriers and improve communication.

Specialist advice such as Occupational Health advice maybe required, to tailor the requirements to your employees. Find out more about our Occupational health Services and how we can help you and your employees in the workplace.

Drop us an email at contact@yorkohs.com.