Menopause in the Workplace: The Necessary Conversation
Despite being a natural part of life for half the population, menopause remains an unspoken and often taboo topic in the workplace. This silence is costly: unmanaged symptoms like brain fog and fatigue are estimated to cost the UK economy 14 million working days each year.
It is a mistake to assume that because employees aren’t speaking up, productivity isn’t suffering. In fact, without the right support, businesses risk losing their most experienced talent, as one in ten women have already left the workforce because they felt they had no other choice.
What is Menopause?
The menopause is a biological process that signals the end of a female’s ability to conceive a child. The average age for a female to reach menopause is 51; however, it can be earlier or later than this due to surgery, illness or other reasons. The average length of menopause is about four to five years. This may vary depending on each female’s individual experience, and some females may have symptoms that last longer.
Perimenopause is the time leading up to menopause when a female may experience changes, such as irregular periods or other menopausal symptoms. This can be years before menopause.
Postmenopause is the time after menopause, when a female hasn’t experienced a period for over a year. With Postmenopause, you will no longer have periods, but some females do continue to experience symptoms of menopause. Symptoms of menopause may have eased or stopped entirely, but some females continue to have symptoms for longer.
What does it look like?
The symptoms of menopause are so easily misattributed to other causes, which is why it is an extremely common occurrence that a female employee will go to the doctors with menopausal symptoms and be told “it’s due to your period” or you should “try exercising more”. These misconceptions form the very basis of why this topic needs to be more freely discussed and explored, not just in the workplace but within support networks and communities.
The menopause produces a range of physical and psychological symptoms that can affect many aspects of life. Every female is different, and not all will be affected in the same way or to the same extent.
Common symptoms may include hot flushes, headaches, poor concentration, dry eyes, anxiety, low mood, lack of confidence, panic attacks, poor sleep, weight gain, fatigue, poor memory, and joint and muscle pain.
As you can tell from the list, these can easily be overlooked by the person affected, which is why having this open dialogue could assist people who didn’t even know they were going through this natural change. I find that having a clear Menopause Policy with a list of these symptoms alongside a designated Menopause Champion is a great initial step to having a more menopause positive and inclusive working culture.
The menopause symptoms tend to last about four years, but can last longer, so businesses and HR Departments should be finding ways to open this conversation and have training and policies in place to best help their employees.
How can HR and Managers Help?
Opening this dialogue is a good first step, but it is meaningless without effective action and follow up from management and HR. Managers should be trained on facilitating honest and open discussions on the effects of menopause for the employee, and the manager should be aware of adjustments that could be made. Please keep in mind that these are not classed as reasonable adjustments under disability as menopause is not a disability.
Examples of adjustments could include temperature control or changing desk location, access to rest facilities, provision of electric fans, allowing additional rest breaks, and, depending on operational needs, flexible working or changes to work allocation.
HR Procedure – 3 Step Guide
During my time working on my own Menopause best practice, I have found the following 3-step process is the best method for fostering these open and effective menopause discussions.
Step 1
All managers should be trained in understanding and helping employees through the menopause. They should expect to be able to have a private, friendly, honest and constructive conversation regarding the topic. It can be helpful for a member of HR to be at the meeting too, but it’s not essential.
They should discuss with the employee any ideas that could make things easier for them. Adjustments will depend on the symptoms they are experiencing and, if relevant, the budget available, but things that should be considered include agreeing time out from others, when required, without needing to ask for permission; having access to a quiet area; having regular protected time with your manager to discuss any issues; adjusting work patterns; reviewing task allocation and workload; providing quiet spaces to work; offering noise-reducing headphones to wear in open offices; reducing interruptions; agreeing on protected time when you won’t be disturbed; providing mindfulness training or counselling for anxiety; and agreeing to have time away from work to undertake relaxation techniques or go for a walk.
Conversations must be confidential, and trust is essential. You should balance their needs with those of other colleagues; however, on occasions, we may not be able to find a solution that works for everyone. After the initial meeting with the manager, and periodically after that, you should ensure to carry out a health and safety risk assessment and/or seek advice from occupational health.
Step 2
Taking into account any specialist advice, where appropriate, you or the manager should agree and confirm the adjustments that will be made and review implementation deadlines. Communication during this process is key to ensuring employees feel heard and respected.
Step 3
Ensure periodic meetings take place to check that their symptoms are being managed effectively. You may find that symptoms change over time, which is why having open communication and approachability are key. Workplace adjustments may change and require flexibility to ensure the best support.
Final Thoughts
With the Employment Rights Bill requiring organisations to show clear roadmaps for Menopause support by 2027, these are some of the ways that HR can keep better information as well as fostering a more inclusive and supportive culture.
