Menopause is natural and part of the aging process but it has become a hot topic following recent news articles publicising a lack of support, HRT shortages, and celebrities such as Davina McCall raising awareness by sharing their experience.
Menopause usually occurs in women between the ages of 45 and 55, although it can occur any time up to mid-60s. It is important to remember that menopause may also be experienced by people who do not identify as female. Menopause symptoms are experienced to varying degrees but usually last on average between 4-8 years. Symptoms include hot flushes, night sweats, insomnia, fatigue, poor concentration, anxiety, depression, weight gain, mood changes and lowered self-confidence, and can affect people both physically and mentally.
Approximately 900,000 women say that they have quit their jobs due to the menopause. As menopausal women are becoming the fastest growing demographic in the workforce, it is important to remember that employers have a duty of care to ensure their health, safety and welfare when it comes to managing menopause in the workplace.
In addition, although experiencing menopause is not in itself protected under the Equality Act 2010, it can potentially be covered by age, sex and disability discrimination, as it largely applies to older women, and can result in health issues which are both significant and long term (i.e., lasting or likely to last 12 months or more). Employers therefore need to consider the risks of such claims when dealing with issues associated with menopause.
Why is there a taboo in the workplace when it comes to discussing the menopause?
A British Menopause Society survey of 1,000 women found that:
‘45% of women felt their menopause symptoms had a negative impact on their work, and 47% of those who needed to take a day off work due to menopause symptoms indicated they were unable to tell their employer the real reason for their absence’.
Many women struggle with the challenge of managing their symptoms, not least discussing it in the workplace.
A study conducted by the Harvard Business Review found that ‘the most common fear that prevents women speaking up is the fear of being perceived negatively’, more so when the line manager is male and young. Having conversations is the first step to normalising the menopause and will help foster an inclusive culture.
What can employers do?
Employers who want to be more pro-active about managing this crucial issue (which they can be certain is not going to go away!) might consider the following:
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- Introducing a menopause support policy detailing wellbeing or employee assistance programmes, and including point of contact details and details of external sources of support for anyone struggling to manage their symptoms at work.
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- Providing training to managers and colleagues to help them understand how to support those experiencing menopause, and reducing any stigma with which it is associated by increasing awareness, e.g., by displaying posters in communal areas.
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- Being open to adjustments to working conditions which might help employees to manage their menopausal symptoms and continue to work comfortably. This could include the option to take more frequent breaks, have additional time to prepare for meetings, providing a desk fan or allowing the employee to move to a cooler area of the office to help alleviate some symptoms.
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- Considering different or reduced working hours on a temporary basis if the employee can show that this will assist them to manage issues associated with lack of sleep.
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- Allowing adjustments to uniform requirements for affected employees, particularly during hot weather.
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How can EML help?
Talking about the menopause and communicating policies and guidance with employees will help create an inclusive and supportive working environment.
EML can provide guidance for managers and help your organisation implement a menopause support policy. Our team are on hand to provide additional advice with regards to any of the issues covered in this article, so please contact us on 01942 727200 or email enquiries@employeemanagement.co.uk