Five top tips to support employees experiencing menopause symptoms in the workplace

Menopause. It’s making the headlines more and more of late, but as a business owner and employer is it on your radar?

The UK workforce has changed considerably over the last 50 years. Women now make up nearly half of that workforce and women over 50 are its fastest growing demographic. More notably, nearly 8 out of 10 menopausal women are in work.

So, as an employer, why should you be interested?

Menopause impacts women’s work.

There are many symptoms and any combination of these may affect a woman’s ability to do their job and may cause them to lose motivation and confidence. Often women are reluctant to talk about their menopause symptoms and the support that they need for fear of being mocked or disregarded.

Shockingly, one in ten women who have been employed during the menopause have left work due to menopause symptoms. Others reduce their hours, go part-time, or pass up promotion.

So, what can you do to support those women who are experiencing menopause symptoms in your organisation? 

Recognise the menopause

Openly recognise that the menopause can be an issue in the workplace and women may need support. 

A good first step is to introduce a menopause policy and make sure that it is communicated to all staff and easily accessible. Be clear on what support and reasonable adjustments are available and seek suggestions from your staff to help you develop this offer. With a menopause policy in place, it's easier for women to raise the subject and for managers to support. 

Provide space, time and information

Provide space, time and information to help all employees understand the menopause. In many workplaces, menopause is little known and little talked about, making it incredibly difficult for women to open up and ask for help. Make menopause training available for everyone to build knowledge and understanding, to reduce stigma and share links to reliable sources of information. 

Why not allow time for staff to get together to talk informally? One of the colleges in Sussex hosts a regular menopause breakfast where anyone with an interest in menopause can get together to chat and share experiences. 

Talk openly, positively and respectfully

Talk openly, positively and respectfully about the menopause and encourage all employees to do the same. Menopause can be a very difficult time in a woman’s life. Alongside the symptoms she may be questioning her identity and her place in the world. It is a significant time of change and cannot be underestimated. 

Mental health issues such as anxiety, low mood and panic attacks are common, and will be made worse in an environment where menopause is not taken seriously. 

There are also some notable menopause related employment tribunals making the headlines at the moment, dealing with cases of unfair dismissal or discrimination on grounds of disability or age. This one in particular is a landmark case and is likely to set the legal precedent moving forward. 

Help women to feel safe

Help women to feel safe talking about the menopause by creating a safe and supportive environment in which they can do so. In my experience of working with menopausal women, this is the main reason for them not speaking up. They don’t feel safe, they think they are going to be demoted, held back or even worse, lose their job. Train your managers. Give them the knowledge, information, and skills they need to communicate confidently and most importantly, to listen. 

Offer support

Actively support women affected by the menopause. You don’t need to be an expert, just be aware of what is available and where to signpost to. Prioritise wellbeing across the organisation so that women experiencing menopause related difficulties feel comfortable speaking up.

Here are some small changes that you could introduce quickly and refer to in your menopause policy: 

• Ensure easy access to toilets and toilet breaks
• Allow regular short breaks where needed
• Offer flexible start times
• Offer home working where possible
• Introduce a temporary reduction in duties
• Offer reliable sources of information
• Provide menstrual products
• Make fans available
• Make adjustments to dress / uniform requirements

Important to note, whilst this blog focuses on women and the menopause, menopause can impact anyone who has a menstrual cycle including some transgender men, non-binary people and intersex people or people with variations in sex characteristics.

This guide for people managers by the CIPD is a good source of further information about the menopause in general and menopause at work.

Kirsten is Founder and Owner of Kirsten Trussell Coaching and Consultancy. She works with small businesses with a predominantly female workforce that are at risk of losing skilled and experienced women because of the challenges they may experience with menopause. She offers menopause awareness sessions, management training and one to one coaching to help you support those women and keep them in your business.

Kirsten also writes a regular blog about her experiences of the menopause – ‘The not-so-secret diary of a perimenopausal woman’ which gives a candid insight into some of the symptoms!

If you want to contribute to the Chamber blog, contact us on hannah@brightonchamber.co.uk