Menopause in the Workplace
Menopause is commonly misunderstood, so when it comes to supporting employees with menopause in the workplace, it’s a complex issue. Many people are asking for this to be recognised under the Equality Act. Why? Because menopause is linked to a person’s age, sex, and in many ways, it could be argued that it’s a disability and employers could unwittingly find themselves discriminating against sufferers if they lack awareness.
“3 out of 4 women experience symptoms, 1 in 4 could experience serious symptoms.”
What are the effects of menopause?
The trouble with the menopause is that it affects people differently. Some women suffer debilitating symptoms, while others have a very mild experience. As a result, opinion is often very divided on this topic, even among women. Common issues reported by menopausal women include hot flushes, tiredness, poor memory and concentration, feeling low or depressed. Some say the menopause has reduced their confidence and self-esteem.
According to the Faculty of Occupational Medicine, it’s thought that around half of women suffering with menopausal symptoms don’t seek medical advice. Most women don’t feel comfortable speaking to their line managers about their symptoms and challenges. Embarrassment, fluctuating hormones, and the negative perception and stigma of menopause in the workplace is creating obstacles for women in need of support.
And we need to remember that menopause can affect transgender employees too, so employers need to extend their awareness to cover different gender identities. It’s also often assumed that men living with menopausal women simply “don’t get” the menopause, but this isn’t a fair assumption. In fact, male partners often have to adjust their lives to compensate for their partners’ symptoms. The menopause causes a ripple effect throughout family life.
“Average age of a woman going through the menopause is 51”
Common concerns relating to menopause
Due to varying and often challenging symptoms, menopause can be very problematic at work. It’s been linked to staff retention, with women feeling unable to do their roles and then feeling pressured to leave the workforce. When you add the general stigma of menopause into the mix, many women feel unable to seek the support they need at work.
Menopause can trigger a mixture of thoughts and feelings. Typically, women worry about approaching this phase of their lives with concerns they might no longer be able to do their jobs. Other concerns include being so unwell that everyday life becomes unpredictable or lacking the confidence that they can function normally in the workplace.
“8 out of 10 menopausal women are in work”
Faculty of Occupational Medicine
Menopause and the Equality Act
The government previously stated that menopause is largely covered under the Equality Act 2010, under three protected characteristics: age, sex, and disability discrimination. A more recent report Menopause in the Workplace: How to enable fulfilling working lives has several government recommendations including a UK Menopause Taskforce.
One of the main priority themes of the new Taskforce is work and employment, so hopefully we will see a shift in attitude when it comes to employers managing menopause in the workplace. If you are an employer, what can you do to improve conditions for sufferers?
Consider the cost of absences caused by the menopause, along with any costs of recruitment to replace women who felt they had no choice but to leave the business. And then consider the average cost of a tribunal cost - £8,500 - if employee relations breakdown.
Imagine the benefits to employers if the menopause was factored into workplace design and working practices? Whether this is through manager and team training, focused menopause sessions or another form of support, think about what you can do to help women in your workplace. Raising awareness and showing compassion towards the menopause will result in a more inclusive workplace culture. Workers feel more valued when they receive support.
After all, women make up a huge proportion of the workforce so ignoring the impact of the menopause is not only short-sighted, it’s also a bad commercial decision in the long term.
If you would like guidance on how to support employees who are going through the menopause, or you need advice on another HR matter, please call Tarnya on 07986 544 694.