Menopause Matters Training

How does your organisation manage menopause at work?

It may be inevitable for all women, but the menopause is generally seen as a personal matter rather than an issue for HR. Menopausal women are the fastest growing workforce demographic which means that nearly 8 out of 10 of menopausal women are in work. Positive steps by businesses to support women at this time in their life can impact engagement, productivity and wellbeing.

Is menopause the last workplace and social taboo?

Half of women go through the menopause without consulting a healthcare professional, with 35% believing it is something they should just have to put up with, despite 42% reporting that the symptoms being worse than they expected.

So not surprisingly nearly half of women (47%) surveyed by the British Menopause Society who are in employment and who needed to take a day off because of the menopause said they wouldn’t feel comfortable disclosing the real reason to their employer or colleagues.

In fact, 45% of the women surveyed by the British Menopause Society felt their menopause symptoms have had a negative impact on their work. In reality this may translate to reduced productivity, women being less engaged in their employment, not going for the promotions which they had previously aimed for and, in some cases, leaving their jobs.

Four ways in which we can help with menopause awareness

  1. Diagnostic work: Understanding the current experience of menopausal women in the workplace and how they are supported by your managers.
  2. All Staff Sessions: Awareness raising sessions for anyone interested in better understanding how the menopause affects women (1 or 2 hours).
  3. Training for Managers: Practical sessions for managers in which we understand the impact of the menopause on female employees and develop both the soft skills to support women and the ability to apply policy/procedure correctly.
  4. Menopause Matter Champions: Set up, terms of reference and training for a group of internal champions to act as conversation-starters, colleague support and signposting.

Tell us your requirements. We'll do the rest.

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Menopausal women are the fastest growing workforce demographic, which means that nearly 8 out of 10 of menopausal women are in work.
10% of women actually leave their job because of their menopause symptoms.

How menopause can affect women at work

  • Disturbed sleep
  • Fatigue
  • Hot flushes
  • Palpitations
  • Anxiety
  • Decreased self confidence
  • Loss of concentration
  • Brain fog

The potential impact of this health condition on businesses

  • Employees less engaged with work
  • Increased absenteeism
  • Avoiding promotion and progression = low morale
  • Loss of talent/staff turnover
  • Increased risk of employee relations issues

Check out our blog on Menopause in the workplace – the real cost of poor support.

The business case for taking action with menopause matters training

  • Menopausal women are the fastest growing workforce demographic, which means that nearly 8 out of 10 of menopausal women are in work.
    75% of women will experience menopausal symptoms which will have a negative effect on their physical health and/or emotional wellbeing.
  • Half of women go through the menopause without consulting a healthcare professional, with 35% believing it is something they should just have to put up with, despite 42% reporting that the symptoms being worse than they expected.
  • So not surprisingly nearly half of women (47%) surveyed who are in employment and who needed to take a day off because of the menopause said they wouldn’t feel comfortable disclosing the real reason to their employer or colleagues.
  • In fact, 45% of the women surveyed by the British Menopause Society felt their menopause symptoms have had a negative impact on their work. In reality this may translate to reduced productivity, women being less engaged in their employment, not going for the promotions which they had previously aimed for and, in some cases, leaving their jobs.

See our workplace guide on supporting menopause at work and implementing inclusive policies.

Talk to us about your specific menopause awareness needs.

Get in Touch