The effects of menopause in the workplace is quite literally a hot topic! At one time, it was dismissed as ‘just going through the change’. 

But there’s a lot more to this pivotal season in a woman’s life. And research shows that employers who take measures to help women reaching menopause benefit greatly. 

As part of this month’s World Menopause Month, we look at what employers can do to help female employees reaching this pivotal stage in their life. And it’s equally  important to recognise the business case for not simply dismissing ‘the menopause’ in a jovial way.

Estimates show that for each female employee in menopause, 14 working days are lost from absenteeism and presenteeism annually. This costs UK businesses £10.5 billion every year, according to statistics.

The same report shows that companies that offer customised relief programmes see an 80% boost in staff retention. At the same time, more than 50% of menopausal employees increase productivity if their employers put measures in place to help.

What is menopause?

According to the Mayo Clinic, menopause is the natural time in a woman’s life when periods stop for good. It is diagnosed after 12 months without a menstrual period and generally happens in a female’s late 40s to 50s. It can, however, happen to women in their 60s. Around 1 in 100 women under 40 also go through the menopause prematurely, the clinic says.

Menopause is natural as the body and hormones change, meaning females can no longer can become pregnant. Although, during the early stages of menopause pregnancy can still happen.

Symptoms of menopause

Employees with menopause can be affected in many ways and each woman is different. Some may experience all symptoms while others may experience two or three of them.

Hormone changes mean that the symptoms can include:

• Hot flushes
• Sleep problems
• Night sweats
• Mood changes
• Trouble remembering and finding words – often known as brain fog

How does it affect women in the workplace?

According to a recent study by wellbeing company Forth, 68% of menopausal women say their experience at work was negatively affected by menopause symptoms. Almost 75% of those questioned, experienced hot flushes at work. The findings also reveal:

• 63% felt drowsy or tired
• 47% struggled with low concentration
• 43% had trouble with their memory at work
• 48% experienced a low mood at work

Business magazine Forbes found that there were a number of ways in which supporting employees with menopause is a benefit for businesses. It states that supporting those employees helps in a number of ways, including retaining and recruiting talent, boosting brands and reducing legal risk. Without any support, more than 60% of women would consider retiring early because of menopause symptoms, its 2022 survey reports.

6 ways to help employees through menopause

If you have an employee or employees who are facing or going through menopause there are steps you can take to help them. 

While there are no specific legal protections for employees going through menopause, you could fall foul of the Equality Act 2010. This states that it could be discrimination  if ‘an employee or worker is put at a disadvantage and treated less favourably’ because of their symptoms. 

Rather than ignoring menopause, there are ways you could support those employees going through this difficult time. Here are 6 ways that could help:

Change your culture

At shrewd HR, we know that changing a business’s culture makes a big difference to employees. Creating a supportive culture means employees won’t feel that they are seen as a problem Leading the way on menopause will be better for you and your business rather than waiting for a difficult issue to arise.

Increase awareness

Men may think that women instinctively know when the menopause – which begins with perimenopause – begins. But that isn’t always the case! According to women’s charity The Fawcett Society, there is still a lack of information because it is seen as a taboo subject. Businesses should encourage employees to talk about menopause as this will raise awareness. It also means the symptoms will be recognised earlier. Hosting workshops to raise awareness and to discuss menopause will go a long way with your employees and will break the taboo.

Look at your working environment 

Hot flushes are the bane of women in menopause. If your working environment is naturally warm, consider mini desktop fans. Or you could rearrange your workspace so employees who need cooler conditions are closer to windows. If you have a ‘hot desk’ policy, consider how this affects someone in menopause. It may not work for them if they can’t get access to cool air or somewhere to plug in a fan.

Flexible working hours

Sleep problems are a symptom of menopause. If an employee has been up all night, flexibility around their working hours could help them – and you! Flexible working is a big part of the new Employment Rights Bill, so flexibility could be enforced. It’s better to be proactive.

Cold drinking water

Drinking cold water helps sooth menopausal symptoms. Having access to cold water might seem a small step, but it can a be a big deal for those employees who need it.

Consider breaks

We have seen that studies show almost half of women in menopause suffer ‘brain fog’. Tiredness means that extra breaks will not only be welcome, it will help your employee work better. Consider more regular, shorter breaks. And schedule meetings to that they don’t last too long. Having airy spaces for employees to take their breaks will also help.

Develop a menopause policy

Around 24% of workplaces worldwide have menopause policies in place. It’s not a big task to introduce a policy. Having a written policy document, creating a support network and appointing a ‘menopause champion’ will mean your business helps employees and makes them feel appreciated.

What should I do now?

If your business does not have a menopause policy or you want help to change your business’s culture, contact our experienced team today. Making such a shrewd move could help your business increase productivity.