Nearly a third of women (30%) experiencing menopause have taken sick leave because of their symptoms, yet only a quarter of them felt able to tell their manager the reason for their absence. Indeed this year the Countess of Wessex spoke out about the ‘tragic’ impact menopause is having for some people in the workplace – with too many employers not understanding the debilitating effect it can have – and joined the launch of the Menopause Workplace Pledge. The topic has continued to attract attention in the media, whether it be research making headlines, or people speaking out about their experiences. We have more awareness now than ever before, but still, more needs to be done. 

The silence, stigma and misunderstanding that continues to surround this topic is considerable and causes untold harm. The HM Courts and Tribunals Service recently reported that menopause was cited in five employment tribunal cases in the last nine months of 2018, but a staggering 10 cases in the first six months of 2021. Unless employers act today, what will we see in 2022? 

We’re all learning how to talk about mental health at work, as well as the impact that race, gender and generational differences have on a person’s experience, so it’s time we move menopause up the corporate agenda – and help it stay there. 

The impact of menopause
People often assume menopause is just hot flushes and hormone replacement therapy (HRT), but it is so much more than that. There are actually 34 different menopause symptoms, three stages, and numerous interventions – from nutrition and exercise, to medication, cognitive behavioural therapy (CBT), meditation and many many more. 

Menopause can impact us physically but also mentally, whether that’s anxiety, mood swings, a loss of confidence or even grieving the loss of fertility. This plays out at work as well as at home. Sleeplessness, brain fog, or a sense of “not quite feeling yourself”, might affect performance or can certainly knock someone’s confidence. Many consider leaving the workplace because of their symptoms combined with a lack of understanding or support, so it’s vital that employers build knowledge around menopause and take a really holistic approach to the support on offer.

The role of the employer 

Recognising that menopause can be an issue in the workplace and people need support
According to a 2019 survey conducted by BUPA and the Chartered Institute for Personnel and Development (CIPD), three in five of those experiencing menopause were negatively affected at work and almost 900,000 people in the UK left their jobs over an undefined period of time because of menopausal symptoms. People leaving the workplace due to menopause symptoms means you are losing really experienced and talented people, contributing to the gender pay gap and less diversity at executive level.   

There have been several calls made for further legislation to require employers to put in place a workplace menopause policy to protect people going through menopause against discrimination while at work. But the first step is being aware of these issues and taking steps to support employees. This is among one of the most important things an employer can do to end the stigma. 

Another important element for employers is understanding that each person will have a unique experience of menopause. For example, a person of colour may have a different experience than someone who is white, and these differences need to be understood and accounted for. There is a woeful lack of diversity and inclusion in the menopause debate. 

Results from a study show that people of colour tend to enter menopause earlier, have a longer transition period and in some cases more severe symptoms – although there are also differences within ethnic groups. It is crucial to keep in mind that menopause is non-selective, but it can affect people in different ways, so awareness programmes must fully reflect all those who experience menopause. 

Talking openly, positively and respectfully about menopause
One of the most important things for us to do is, as a collective, talk about menopause to increase understanding and combat all the myths out there. It should be on our school curriculum, it should be something we talk about with our friends and the generations to come. So we can all be prepared and we know how to manage it, and how to support others experiencing it. 

As an employer it’s important to start the conversation and share information to start modelling that behaviour for your employees. It can feel like an awkward topic, but it’s only through talking that we can reduce that taboo. If you’re not sure the right language to use, do some research or simply ask the person who is experiencing it what language they would like you to use. It’s unlikely anyone will mind if you get it wrong if you’re genuinely trying to understand. Encourage people to speak out about their experience if they wish, or ask questions when they need to. Give people resources to have conversations in an informative way.

You might even want to consider being more proactive, running menopause awareness campaigns, or writing a menopause policy. This way you can raise awareness and enable people to feel safe talking about menopause and empowered to ask for adjustments where needed.  

Actively supporting and informing your employees affected by menopause
Another important element is actively supporting your employees affected by menopause. To do this correctly, invite people to think about how you can best support them. It can be daunting for employees to speak to you about something so personal, so give them time to think about it and come back to you. But at the same time, take agency and get clued up yourself.

Employers should also make adjustments that can help people going through menopause. For example, if someone’s symptoms mean a presentation might be difficult or stressful – due to brain fog or the hot flashes – let them record it instead. If they are experiencing sweating or hot flushes, give them a locker where they can store a change of clothes. 

Most of all, have the conversation and encourage others to do the same. It’s not something they need to struggle with alone, and there are things people can do to help, or at least ease some of the symptoms, the embarrassment or lack of confidence they might feel. 

The most important thing when supporting someone navigating this life stage is to learn about it fully, and encourage discourse in order to remove the stigma. This affects 51% of the population at varying life stages, and, as a result, the whole of society. Communication in the workplace is key at all times, but particularly at this time in your employees life. We all change as we age, both physically and emotionally, but that doesn’t mean that we shouldn’t be able to look forward to long, happy, healthy and fulfilled lives at work.