Data from the Office of National Statistics estimates that 5.87 million working women are around menopausal age across the UK. It is important therefore for employers to understand that menopause is a large part of everyday life. We appreciate however that there may still be some reluctance to discuss the subject at work due to embarrassment. Today we are striving to change this by exploring how you can best deal with menopause within the workplace.
Making menopause an inclusive subject, that can be openly addressed helps to make an organisation a great place to work. It also gives employees the opportunity to ask for the help they need and the confidence to do so.
What is the menopause?
So what actually is menopause? Menopause is the time during an individual’s life when menstruation periods permanently stop and the individual experiences hormonal changes. It is defined as occurring when the individual has experienced no periods for 12 consecutive months and no other biological or psychological cause can be identified.
However, menopausal symptoms can begin months or years before periods stop and this stage is known as the perimenopause. According to the NHS website – see https://www.nhs.uk/conditions/menopause/ – symptoms last around four years after an individual’s last period, although some can experience them for much longer. Common symptoms can include: Hot flushes, difficulty sleeping, fatigue, headaches, low mood or anxiety, problems with memory or concentration, anxiety, heavy and/or painful periods, panic attacks.
How to deal with menopause within the workplace?
So, what can our clients do about all this?
- Foster an environment where colleagues can openly and comfortably start conversations or engage in discussions about menopause.
- Make menopause an inclusive subject, so no one is afraid or embarrassed to talk about their symptoms or what support they need.
- Put in place any required support or adjustments where this is reasonably possible.
- Hold regular reviews with your employees regarding the support that they need.
- Ensure no one experiences less favourable treatment as a result of the menopause.
- Employees may also want to consider making a flexible working request, should they need a change in their working hours, working location or break entitlement.
- Develop a company policy and provide appropriate training to managers on this.
- Consider what support you can make available.
If you would like to speak to us regarding how menopause affects your business, please get in touch. One of the team will get back to you as soon as we can.
