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Did you know that almost three in five menopausal women have been negatively affected at work? And, as Bloomberg reports, almost 900,000 women in the UK left their jobs because of menopausal symptoms, quoting a 2019 BUPA/CIPD survey?
Beyond the individual impact, it’s worth noting that women aged over 50 represent 13% of all UK workers. This is a substantial demographic with skills, experience and potential that no businesses afford to waste. Menopause-related productivity losses are estimated to amount to more than $150bn globally.
Breaking the silence
Traditionally, open discussion of the menopause has been taboo. A woman might not have discussed menopausal symptoms with her closest family, let alone her line manager.
However, this silence can be devastating for women struggling to cope with symptoms, and damaging for businesses that lose key talent.
At the age most women enter the menopause, many are about to reach senior leadership positions. Potentially on the cusp of a boardroom position, talented women are hamstrung by challenging physical and mental symptoms, including anxiety, cognitive impacts and loss of confidence. Some even abandon their careers altogether.
How does the menopause impact women?
The average age for women to enter the menopause is 51, however most women start to notice perimenopause (the transitional period before menopause) in their 40s.
The vast majority (85%) of women experience menopausal symptoms, with 25% at the more severe end. Symptoms that can impact work life include difficulty sleeping, low mood or anxiety, and problems with memory and concentration. These symptoms can last anywhere from 12 months to eight years. With the state pension age at 65 and due to reach 67 by 2028, women can be working for decades through the perimenopause, menopause and post-menopause.
Difficulties at work
Acas estimates that two million women over 50 have difficulties at work as a result of the menopause; one third feel they have to hide symptoms and half say stigma blocks them from discussing menopause in the workplace. Two thirds (63%) of people experiencing menopause say their symptoms impact their work negatively and one in four have considered leaving their job because of it.
According to the Financial Times, 19% of businesses currently have a menopause policy in place, however 61% of workers would be more likely to change jobs if a new employer offered menopause support.
Encouragingly, a parliamentary inquiry is currently considering the issue and whether more needs to be done to protect menopausal women from discrimination at work.
What can businesses do to support women?
The lack of support around the menopause can leave women feeling unsupported and alone, in addition to dealing with symptoms. Here are some pointers on how to develop support:
Create an open culture
Breaking the silence on the menopause can be powerful. Raising the issue with staff is an important first step to opening up.
Develop a menopause policy
A formal policy will help establish parameters for employees and managers alike.
Consider a support package
A Santander pilot scheme found that a package of one-to-one specialist support and resources resulted in 76% of participants reporting improved symptoms and 90% feeling more positive towards their employer. The retailer Timpson has gone a step further by offering to pay for hormone replacement therapy prescriptions for staff going through the menopause.
Offer training for managers
Training can help managers understand the issue and learn how to listen sensitively and offer appropriate support.
Carry out a risk assessment
Risk assessments can flag up ways that the workplace could be improved for menopausal workers.
Appoint a menopause champion
Champions can help to raise awareness and establish support networks. Ensuring senior staff are involved with the project will help to ensure success.
Understand the law
Organizations should make sure they know how the menopause relates to the law. There’s the Equality Act 2010, which protects workers against discrimination, and the Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone's health, safety and welfare at work. Finally, the Management of Health and Safety at Work Regulations 1999, requires risk assessment including identifying groups of workers who might be particularly at risk, which could include older workers.
Standards can help you formulate a menopause policy
The good news is that there will soon be a specific standard on menopause in the workplace: BS 30416 Menstruation and menopausal health in the workplace - Guide. This British Standard will give guidance on developing policies and practices that are supportive of employees in the workplace experiencing symptoms of menstruation or peri/menopause.
In the meantime, other standards can provide a framework to help develop a supportive policy. These include:
Organisations may find ISO/FDIS 25550, which is currently under development, particularly helpful. It sets out requirements for the continual evaluation of health management policies and practices for older workers, facilitating return to work of workers with illness or injuries, and recommendations on how organisations can approach health issues.
Using these standards, you can create a framework for the health and wellbeing of menopausal employees. The same framework can inform your support for other groups with particular needs, such as older people, pregnant women and people with disabilities. A proactive approach will help to retain talent, and maintain productivity and morale.
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