Menopause & The Workplace

Why is menopause a workplace issue?

Menopause is a workplace issue for several reasons. The transition through menopause, which typically occurs around the age of 40-55, involves various hormonal changes that lead to physical, emotional, and cognitive symptoms.

Demographic

Menopausal people (age 45-55) are the fastest growing demographic in the workplace and make up 50% of the workforce. They tend to be highly skilled, experienced and at the peak of their careers. [1]

Duration of Menopause

Menopause transition can last up to 10 years, with many remaining symptomatic for the rest of their lives. There are 40+ symptoms ranging from hot flushes and sleep disturbances to mood swings and cognitive changes. 2023 research conducted by the Chartered Institute of Personal Development showed that 67% of those experiencing menopausal symptoms believed they negatively impacted their ability to perform their job effectively. [2]

Absenteeism and presenteeism

Menopausal symptoms can lead to increased absenteeism (missing work due to illness) and presenteeism (being at work but not performing at one’s best) as employees struggle with managing their symptoms while trying to maintain productivity. Nearly 30% of menopausal people will experience debilitating symptoms that can impact their quality of life. These symptoms can significantly impact their ability to perform their job effectively with one in ten leaving a job due to their symptoms. [3]

Mental health impact

Menopause can be associated with increased stress, anxiety, and depression for some. These mental health challenges can affect job performance and wellbeing.

Lack of awareness and support

Menopause is seen as a taboo subject, with many workplaces not providing adequate support or accommodations for people going through this life transition.

Legal and ethical considerations

Discrimination on the grounds of gender or age, including age-related issues like menopause, is unlawful in the UK under the Equality Act 2010. This legislation places a legal obligation on employers to ensure equality in the workplace and protect employees from discrimination. Recent guidance from Equality and Human Rights Commission [4] sets out an employer’s obligations under the Equality Act 2010. The guidance aims to clarify employers legal obligations and provide guidance on how to support their workforce. Tribunals citing lack of menopause support have trebled since 2018. [5]

Productivity and talent retention

Supporting employees through menopause can be an essential factor in retaining experienced and valuable employees. It can also improve workplace morale and productivity by creating a more inclusive and supportive work environment and keeping recruitment costs down.

Introducing a menopause awareness strategy in the workplace is a proactive step that helps create a more inclusive and supportive work environment for employees experiencing menopause. Remember that a successful menopause awareness strategy is built with empathy, inclusivity and a commitment to the well being of ALL employees. By implementing such a strategy, you can help create a more supportive and productive workplace for everyone, regardless of their life stage. Contact us to learn more about how we can support you.