Menopause usually happens in women between the ages of 45 and 55 years. However, it is not unusual for women to experience early or late menopause.
Symptoms can occur and last for around 4 years, but this may differ from person to person, and some may experience symptoms lasting much longer.
What Are Employers Responsibilities For Menopause?
Menopause symptoms can include:
- Inability to concentrate
- Anxiety
- Changes in mood (e.g. low mood or irritability)
- Difficulty sleeping
- Headaches or migraines
- Tinnitus
- Joint stiffness, aches, and pains
- Inability to control body temperature (‘hot flushes’)
It’s important to understand that every person is different and there are also several other symptoms that may vary.
What Are Employers Responsibilities For Menopause?
It is vital that employers are able to manage the effects of menopause and ensure that staff are supported at work. Regular conversations with staff will help to understand their personal circumstances and symptoms and will enable proper support and procedures to be implemented so that staff can continue to work effectively.
It is the employer’s responsibility to ensure that they fully understand how menopause in the workplace may make their symptoms more difficult to manage, i.e. if they work long shifts, if they are in a role where regular toilet breaks are not possible, if they have to wear a uniform which may be uncomfortable, etc. This may also include lighting and ventilation for those that suffer from headaches or ‘hot flushes’.
Employers should ensure that all managers and leaders have adequate training to ensure that they can listen sensitively, offer support, and have enough knowledge about the effects of menopause in the workplace.
Managers should also be aware of the law around menopause at work and ensure that no members of staff are discriminated against or harassed. In many cases, menopause symptoms can be classed as a disability and therefore reasonable adjustments must be made to ensure that no employees are at a disadvantage and are able to carry out their roles.
How Do You Remove The Stigma Of Menopause In The Workplace?
Unfortunately, even in 2023, there does seem to still be a stigma around menopause, particularly in the workplace.
As mentioned above, any woman who has a menstrual cycle will at some point experience menopause. Age and the severity of symptoms experienced can vary from person to person.
However, many women still suffer in silence and do not share that they are going through menopausal symptoms despite struggling with the impact. This could be due to concern about the reaction of others, or worries about confidentiality.
Ensuring that managers and HR have received appropriate training in relation to menopause in the workplace can help to ease the stigma and allow women to share their difficulties, knowing that any conversations are treated sensitively and privately.
By encouraging openness, education, and awareness, the stigma of menopause can be navigated to ensure that employees are able to confidently carry out their roles.
How Can You Raise Awareness Of Menopause In The Workplace?
Talking openly about menopause and making this a topic of conversation can help to remove the stigma surrounding it and enable women to talk about how it may be affecting them without being worried about it impacting their jobs.
Introducing awareness sessions and training of line managers allows conversations to be held correctly and sensitively.
Communications around menopause should be aimed at all employees clearly stating how it can impact women, and a clear statement should be given that as employers you are committed to providing the correct support to employees experiencing menopausal symptoms.
Good workplace culture has a strong influence on how comfortable people feel about asking for help. This starts at the very top with how leaders behave. A more inclusive environment can be created by management, leaders, or HR providing supportive communications around menopause in the workplace.
All communications should include what advice and support is available to employees who may be experiencing menopause in the workplace. Communication should be as frequent as discussions around mental health and well-being.
By encouraging openness, support, and a better workplace culture, the stigma around menopause can finally be improved!
If you need support with menopause symptoms or guidance in relation to an employment issue, you can get in touch with the following organisations:
