Menopause is a significant life stage that affects many women in the UK. It is estimated that around 13 million women in the country are currently experiencing perimenopause, which can last for up to 8-10 years prior to menopause (when periods have stopped for a year). During this time, hormonal fluctuations can lead to various disruptive symptoms. The average age of menopause is 51 and women may face challenges in both their personal and professional lives during this transition.

Impact on Work and Career:

Perimenopause symptoms can have a notable impact on women's work performance and careers. Common symptoms such as hot flushes, poor sleep, fatigue, mood swings, and anxiety may lead to decreased productivity and increased absenteeism. Interpersonal dynamics can also be affected, and women may experience reduced confidence and decision-making ability.

Retention and Inclusivity:

Given the prevalence of perimenopausal and menopausal women in the workforce, it is crucial for companies to prioritise menopause wellbeing. Approximately one in four menopausal women considers leaving their job due to these challenges. To retain experienced talent and promote an inclusive workplace, companies need to address the needs of menopausal employees proactively.

Breaking the Taboo:

While there is a growing awareness around menopause, many women still struggle silently without seeking help or support. In some industries, there may be a stigma associated with discussing menopause-related issues. To create a supportive environment, it is essential to educate the entire workforce about menopause and its potential impact.

The Role of a Menopause Policy:

To effectively support menopausal employees, companies can implement a menopause policy—a roadmap to navigating this transformative life stage within the workplace. This policy should outline guidelines and procedures to accommodate women going through menopause, providing a supportive framework for them to thrive.

Key Elements of the Menopause Policy:

1. Education and Awareness: Provide training to all staff about menopause, its symptoms, and the potential impact on work and personal life.

2. Accommodation and Support: Offer flexible work arrangements, access to quiet areas, and temperature control options to accommodate menopausal employees' needs.

3. Communication and Confidentiality: Establish a confidential communication channel for women to discuss menopause-related issues with managers or HR.

4. Training for Managers: Equip managers and HR personnel with the knowledge and tools to provide appropriate accommodations and support.

5. Return-to-Work Support: Outline strategies to support women returning to work after taking leave due to menopause-related issues.

6. Wellness Programs and Health Benefits: Offer menopause-specific resources, workshops, and health benefits to address women's needs during this life stage.

7. Inclusion and Diversity: Ensure the policy aligns with the organisation's commitment to diversity and inclusion, promoting a workplace culture that destigmatises menopause.

8. Implementation and Review: Detail how the policy will be rolled out and regularly reviewed to ensure its effectiveness, fostering a continuous improvement approach.

Conclusion:

Prioritising menopause wellbeing is not only beneficial for women experiencing this life stage but also essential for companies to retain experienced talent and create an inclusive work environment. By implementing a menopause policy and fostering open communication, companies can support their menopausal staff and demonstrate their commitment to employee well-being, leading to a more engaged and productive workforce.

Contact us to discover how we can work with you to develop a menopause wellbeing program and provide support and training to your staff.