Menopause In The Workplace For Employers and Employees

Employers are starting to wake up when it comes to menopause in the workplace. It’s so important for employees to feel supported through this transition, but it begins in perimenopause.

If you’re searching for guidance on menopause in the workplace – whether you’re an employer or employee – this post will tell you everything you need to know.

Why is it important to know about menopause in the workplace?

Whether you’re an employer or an employee, it’s crucial to know about menopause in the workplace. Menopause is a completely natural phase of life, but it doesn’t mean it’s enjoyable.

With menopausal women being the fastest-growing demographic in the workforce, women should feel comfortable talking about their struggles at work. Menopause can cause such an impact on how you handle working life, with some symptoms impacting your capability.

The British Menopause Society discovered that, out of 1000 adults in the UK, 45% of women felt that their menopause symptoms had a negative affect on their work. A staggering 47% of women needed to take a day off of work due to their symptoms, despite them not being open and honest about their reasoning due to shame and embarrassment.

This simply won’t do. It’s unfair for women to feel that they have to lie and continue working without the adequate support. That, in a nutshell, is why it’s so important to know how to handle menopause in the workplace.

Menopause in the workplace for employers

If you’re a manager or employer, it is your responsibility to support your employees. This includes adapting and aiding to cater for menopause in the workplace. Here’s everything you need to know.

What is menopause?

The first route to supporting your menopausal employees is to understand exactly what they’re going through. With so many menopause myths around, it can be a little confusing. So, what is menopause?

Menopause is when a woman has reached 12 consecutive months of having no vaginal bleeding, including spotting. Ultimately, menopause is just one day. However, after reaching menopause, women then transition to post-menopause.

Take a look at this Menopause Help – The Ultimate Guide to Menopause, which provides a beginner-friendly exploration into menopause.

What is perimenopause?

The phase before menopause is called perimenopause, which consists of all the same symptoms but bleeding has occurred within the past 12 months.

Perimenopause is, arguably, more frustrating than menopause because women need to track their menstrual cycle. Periods can become heavier, lighter, more or less frequent – it’s a time of huge inconsistency.

Your next question is likely how long does perimenopause last? Unfortunately, there’s no set timeframe. Every woman is different and, as such, so is their experience of perimenopause.

That said, the average tends to be around 4 years. However, perimenopause can last up to 10 years, while some women are only perimenopausal for a few months. That’s why it’s so important to check in with your perimenopausal employees.

Common symptoms of menopause and perimenopause

The next step to creating a safe environment and catering for menopause in the workplace is to understand the symptoms your employees may be experiencing.

The common symptoms of perimenopause and menopause include (but are not limited to):

• Mood swings and sudden anger
• Low libido
• Finding it difficult to focus and remember things
• Headaches and migraines
• Hot flashes and night sweats
• Vaginal dryness and itching
• Disturbed sleep and insomnia
• Muscle and joint aches
• Extreme sweating
• Needing to urinate more frequently
• Bloating
• Menopause tummy ache
• Itchy and/or ringing ears

How you – as an employer – can support your menopausal employees

You now have an understanding into what your perimenopausal and menopausal employees are experiencing. So, let’s take a look at what you can do to support them in the workplace.

1. Create a taboo-free environment

First thing’s first: menopause should not be taboo subject. You have a huge role to play to make sure the workplace is an open, trusting and safe place.

As a line manager, you’re usually the first point of contact if your employees need to talk about health concerns and are seeking support.

That’s why you need to build relationships that are centred around trust, empathy and mutual respect.

2. Schedule routine and informal one-to-ones

One in four menopausal and perimenopausal women say they don’t get the support their need from their manager. Don’t feed into that statistic.

Remember to actively ask during these one-to-ones how you, as a manager, can support them. Sometimes, perimenopausal and menopausal women just need flexibility and a listening ear.

Routine one-to-ones signify to your employee that you care. While it can be tempting to dismiss this and chalk it down to a lack of time, the effects of sticking to it as a consistent strategy could be revolutionary for you both.

3. Consider temperature carefully

I’m not saying you need to have the air conditioning on constantly and freezing all of your other employees. However, there are small tweaks you can make to support your perimenopausal and menopausal employees who are experiencing hot flashes. Hot flashes are among the most common of symptoms, so consider the following tactics:

• Reposition your menopausal or perimenopausal employees to sit near an open window
• Adjust the air conditioning when appropriate
• Provide a desk fan
• Allow for short breaks outside when experiencing a hot flash
• Make sure cold water is available and easily accessible

4. Provide space for breaks

While the taboo surrounding menopause and perimenopause is getting better, it’s not fully there yet. Women still feel shame and embarrassment when going through symptoms – specifically ones like bladder changes and constipation. As such, it would be exceptionally helpful to offer your menopausal employees further breaks when needed.

Provide space – both in busy schedules and a physical space – for breaks when needed. Allow your employees to remove themselves from the hustle and bustle in the office to somewhere quiet and calm.

This space can be used for meditation, relaxation and simply to take a few deep breaths (menopause anxiety is truly a real thing.)

5. Consider offering flexible working

Being able to work from home can alleviate stress. That way, if menopause symptoms crop up, your employees are surrounding by their home comforts to get through.

For some companies, this isn’t an option. However, if there is little consequence to working from home rather than in the office, you should consider offering this is a way of supporting your employees.

Of course, there could also be reduced hours. If this is doable, ask your employee whether this would help.

In terms of flexibility, keep in mind that menopausal employees are likely struggling with sleep. If it is possible, could you offer a change to hours? Could they, for example, start and finish work later than usual?

6. Organise menopause training and workshops

As a menopause nutritionist and specialist myself, I have delivered so many training sessions in offices. I always leave feeling employees have been empowered and employers and team members are better equipped to support others.

Don’t wait until world menopause day. This seems like an afterthought. Be proactive, book a session today and better the experience of menopause in the workplace.

(You can get in touch with me for this, too!)

Menopause in the workplace for employees

If you’re an employee and you’re struggling with menopause in the workplace, you are not alone. Not in the slightest, unfortunately.

So many women have said that managing their menopause symptoms is even more challenging in the workplace, often because it can feel embarrassing to speak up.

How may working change during menopause?

One of the most common symptoms of perimenopause and menopause is brain fog. As such, you may encounter a lack of concentration, difficulty staying focused and finding it hard to remember things.

As well as this, sleep disturbance can cause difficulties at work. A lack of sleep will feed your brain fog and further emphasise other menopause symptoms.

What your workplace can do to support you through menopause

If you’re struggling with menopause in the workplace and you find your work is being impacted, the most important thing you need to do is speak with your manager and let them know what you’re going through.

It can feel a bit awkward to open up in a professional space – particularly if you don’t feel comfortable talking to your manager in particular. If this is the case, consider speaking to a different member in your management team. Failing that, you can speak with human resources (HR).

Before you speak with your manager(s) and/or human resources, you could try the following:

• Make a list of the solutions that you think could help
• Track your menopause symptoms and how they impact you
• Prepare what you want to say with a friend or family member

Can you be signed off work with menopause?

You can be signed off work for symptoms of the menopause rather than menopause itself.

As an example, you could be signed off work for sleep deprivation, joint pains, depression or anxiety.

If you feel it’s important to get the time you need to feel better, make sure you speak with your GP about your symptoms in as much detail as possible. It’s worth bringing your menopause tracker along to the appointment with you.

You should ask your doctor whether the symptoms appear to be related to menopause, and if this is the case, it should be referenced on your doctor’s note.

How do I cope with the menopause at work?

When it comes to menopause in the workplace, it can feel tricky and overwhelming.

First up is to speak up. Reach out to your GP and speak about how menopause symptoms are impacting your ability to work. They will be able to offer guidance.

Then, speak to your manager. Make sure you go to that meeting with clear goals and some solutions. Remember, your managers are unlikely to know what you’re going through unless they, too, have been through perimenopause and the menopause. So, you’ll have to guide the solutions to a certain extent.

Menopause in the workplace – in a nutshell

Whether you’re an employer or an employee, everyone has a responsibility to make sure menopause in the workplace is a positive experience.

With patience, understanding, flexibility and empathy, managers can ensure their employees feel safe in the workplace, resulting in getting the best work out of their employees.

For employees, being open, honest and clear with managers and team-members will allow space for others to support and help you through.