How does your organization 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.  Women going through menopause are the fastest growing workforce demographic which means that nearly 8 out of 10 menopausal women are in work. Positive steps by businesses to support women at this time in their life and to increase menopause awareness can impact engagement, productivity and wellbeing.

Supporting Women

10% of women actually leave their job because of their menopause symptoms

Supporting Menopause

90% of female staff report that their organization offers no menopause support

The last workplace and social taboo: Why menopause awareness is crucial

Half of women go through 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 are 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 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.

Menopause Awareness Training - Group Discussion

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 menopause affects women.
  3. Awareness Training for managers
    Practical sessions for managers in which we understand the impact of menopause on female employees and develop both the soft skills to support women and the ability to apply policy/procedure correctly.
  4. Menopause champions
    Set up terms of reference and training for a group of internal champions to act as conversation-starters, colleague support, and signposting.

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Why menopause matters for 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

The business case for menopause awareness training

  • Menopausal women are the fastest growing workforce demographic
  • 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 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 are 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 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.

Read our blog post on how to implement menopause workplace guidelines to learn more.

Talk to us about your specific menopause awareness needs.

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Menopause Awareness FAQs

Why is menopause awareness important?

Women going through menopause are the fastest growing workforce demographic, so it should be treated as a workplace issue. Menopause can cause difficult symptoms, from hot flushes to anxiety, difficulty sleeping, and memory problems. Transparency, clarity and awareness can alleviate some of the stigma and prejudice that exists and create an office culture that helps women succeed. This reduces stress and improves mental health, which, in turn, will benefit your organization culturally and financially, saving on recruitment and training costs.

What is a menopause workplace policy?

A menopause workplace policy is a set of office guidelines laying out an organization’s approach to members of staff experiencing menopausal symptoms. This includes the help and support those employees can expect, rights and responsibilities of workers and employers, and guidance regarding working while going through menopause. While a menopause policy is not required by law, it can raise awareness, make staff feel more comfortable and cared for, and provide a platform for discussion and training.

What is a menopause-friendly employer?

A menopause-friendly employer is a business that proves it cares about the wellbeing of its employees who are going through menopause. This requires a clear understanding of how menopause can impact work, the responsibility of organizations to mitigate the issues that can occur, and a commitment to enhancing diversity and inclusion in the office. An employer that is menopause-friendly will make advocating for and supporting its staff a priority during a difficult time in their lives.

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