The Impact of Perimenopause & Menopause on the Workplace

Perimenopause—the years leading up to menopause—can be a time of significant physical and emotional change. Symptoms such as sleep disturbance, fatigue, brain fog, and anxiety can make it difficult for people to perform at their best in the workplace. A 2022 study by the CIPD (Chartered Institute of Personnel and Development) revealed that only 25% of people who had been unable to attend work due to menopausal symptoms felt comfortable sharing the real reason with their manager. This reluctance to disclose symptoms highlights the stigma and lack of understanding that still surrounds menopause in many workplaces.

Symptoms can be ongoing for 5-10 years, sometimes longer. A report this year showed that for every woman currently on maternity leave, there are three experiencing symptoms related to perimenopause and menopause!

The timing of menopause, which typically occurs around the age of 51, coincides with a key moment in many women’s careers. Research shows that the average age for women to reach the pinnacle of their career is also 51. This means that leaving or reducing hours due to menopause symptoms not only impacts gender equality in senior roles but also contributes to the gender pay gap and affects pensions, further exacerbating financial inequality.

The Need for Menopause Policies

In 2019, fewer than 10% of UK employers had any form of menopause policy in place. However, progress is being made—by 2023, this figure had risen to 25%. Despite this improvement, many individuals still feel unsupported in their workplace.  

The CIPD has outlined four key suggestions for businesses to better support employees through menopause:

1. Open Up the Culture – Creating a more open and inclusive workplace culture where menopause can be discussed without embarrassment is essential. Providing information about menopause and its symptoms can help remove the stigma and make it easier for people to seek help when needed.
   
2. Develop a Supportive Framework – Including flexible working hours, adjustments to uniforms or temperature control, and access to resources on symptom management.
   
3. Treat Menopause as a Long-Term Health Condition – This includes allowing time off or accommodating adjustments to workload and responsibilities.
   
4. Educate and Train Line Managers – Line managers should be trained to understand the symptoms and challenges of menopause. Educating them on how to handle conversations around menopause can help create a supportive environment where people feel comfortable disclosing symptoms and asking for adjustments.

I recently had a consultation with someone whose younger male line manager had been the first to ask about menopause. She had been off work with low mood, fatigue, and joint pain. He had been on a menopause awareness session, and asked her if she was in menopause. She went away and did some reading, realized that yes she probably was, and started to look into her treatment options. A powerful example of the importance of training for everyone, not just those who already know they are experiencing menopause.

By taking menopause seriously and treating it as an occupational health and people management issue, businesses can mitigate the negative impact on both individuals and the organization. People experiencing menopause should not have to choose between their health and their career.

The Legal Perspective

Tribunals relating to a lack of menopause support are significantly on the rise, with women winning where they can show they have been disadvantaged and treated less favourably in any way because of their menopause symptoms which could be viewed as discrimination if related to a protected characteristic, like age, sex or disabilty. Menopause itself is not a protected characteristic, but disability in this context means a physical or mental impairment for 12 months or more impacting on day to day abilities. Many people experiencing menopause will have symptoms that impact their functioning for 12 months or more, and whilst you may not be comfortable with thinking of this as a disability, it does mean there is some legal protection..

Best Practices for Supporting Menopausal Employees

Organizations can implement several strategies to ensure their employees experiencing menopause feel supported:

• Provide Training for Employees and Managers: Raise awareness about menopause through training for both employees and managers. This encourages understanding and fosters a supportive environment where people feel comfortable discussing symptoms.
  
• Facilitate Discussions: Encourage open conversations about menopause-related challenges, so employees feel safe seeking help when needed.
  
• Flexible Working Hours: For those experiencing sleep disturbances, offering flexibility in working hours or shift patterns can be a game-changer. Later start times can help people who suffer from disrupted sleep get a better rest before starting their workday.
  
• Workplace Temperature Control: As hot flashes are a common symptom of menopause, adjusting workplace temperatures or providing access to cold water can make a significant difference to comfort levels.
  
• Flexible Uniform Policies: Considering the impact of hot flushes and heavy menstrual bleeding.
  

Is Your Company Doing What It Can?

Has your company signed the menopause workplace pledge? Perhaps you could become a menopause champion in your organization, advocating for policies that create a more supportive environment. Maybe you want to host a menopause awareness session, linking with the upcoming World Menopause Day on October 18th? Or perhaps the starting point in your organisation is some coffee room chat, fostering more open communication.

Final thoughts

Menopause is inevitable, and can be challenging, but it doesn’t have to be a barrier to success in the workplace. By developing clear policies, providing training, and fostering an open, supportive culture, employers can ensure their menopausal employees are able to thrive in their careers.

If you think your company could benefit from developing a menopause policy, or increasing knowledge through menopause awareness sessions, please get in touch. I’m passionate about working with businesses to help them support their employees through this important stage.

Together, we can create workplaces that are more inclusive, equitable, and empowering for those experiencing menopause.

Useful further reading

Fawcett society report Menopause and the Workplace

CIPD Manifesto for Menopause at Work 

Faculty Occupational Medicine guidance on menopause and the workplace 

Menopause and the law: Menopause at work – Acas

Menopause Talks Rethink Menopause