Menopause in the Workplace

How employers can support menopausal staff

In light of World Menopause Month this past October, now is an ideal time to increase our understanding of menopause. The purpose of this event is to raise awareness of menopause and publicise the support options available for improving health and wellbeing.

An estimated 13 million people are living with menopause in the UK, including women, trans people and intersex people. Yet menopause is still largely taboo in many places of work.

A growing number of people of menopausal age (that’s age 51 on average) are having to give up their careers when facing extreme symptoms because of the lack of support available in their workplace. Handsam encourage schools and academies to make resources and support readily available for staff so that they can feel confident and supported in their career.

teacher helping student with school work

What is menopause?

Menopause is a stage in life that typically occurs between the ages 45 and 55; however, some experience premature menopause before they even reach 40. This is not to be confused with perimenopause, which is when someone still gets their period but is experiencing menopausal symptoms. This can occur up to 10 years before menopause begins.

During the menopausal transition:

  • The body's production of estrogen and progesterone decreases (these are hormones made by the ovaries);
  • Menstrual periods stop;
  • Bones become less dense and more vulnerable to fractures; and
  • Energy is used differently; fat cells change and weight is gained more easily.

The main treatment for symptoms of menopause is hormone replacement therapy (HRT), which can help relieve hot flushes, 'brain fog', joint pains and mood swings. It can also help prevent the thinning of the bones, decreasing the likelihood of osteoporosis.

Your GP can provide you with more information about the risks and benefits of HRT to help you decide whether or not it is right for you. They may also recommend other medicines that can help.

Building a menopause policy

There is still a large stigma surrounding the topic of menopause but it is time for this to be eliminated. Having a menopause policy for your place of work could help menopausal people feel acknowledged and supported.

A menopause policy should include:

  • An aim - for example, to be inclusive and to support colleagues’ careers and wellbeing;
  • Definitions - including perimenopause and post menopause;
  • Symptoms - e.g. the ones highlighted in this article;
  • Reasonable adjustments - these should be delivered on a case-by-case basis, but providing examples in the policy may be helpful - e.g. flexible working arrangements, providing electrical fans and allowing time off for medical appointments;
  • Signposting - point colleagues towards an occupational health scheme, provide links to reputable sources and suggest they speak to their GP about treatment; and
  • The policy should be easily accessible and regularly publicised to staff.

Handsam are currently in the midst of generating a template workplace menopause policy, which will be available soon. If any support is needed in the mean time, please contact Handsam via telephone 03332 070737 or email info@handsam.co.uk.

What are the symptoms?

Not everyone who goes through menopause will find their working lives are impacted by extreme symptoms, but one in four women will experience symptoms that adversely affect their work.

Physical symptoms include:

  • Sleep disruption;
  • Fatigue;
  • Hot flushes;
  • Migraines;
  • Muscle pain; and
  • Poor concentration.

Psychological symptoms include:

  • Anxiety;
  • Depression;
  • 'Brain fog';
  • Apathy; and
  • Low self-esteem.

On average, these symptoms last for 4-8 years; however, the Faculty of Occupational Medicine estimates that one in 10 women will experience symptoms for up to 12 years.

1 in 4 menopausal people experience extreme symptoms such as hot flushes.

How can employers cater for people experiencing menopause?

Only one in 10 companies has a menopause policy when an estimated 13 million people in the UK are living with menopause so it is important that employers introduce support and guidance as soon as possible.

There are many reasonable adjustments that can be made for people experiencing menopausal symptoms and these should be outlined in your school or academy’s menopause policy. Menopausal people should not have to struggle alone or be forced to give up their careers when they are not ready to.

The first step is to acknowledge the impact of the menopause by creating a menopause policy, which is informed by school employees. Some staff may feel that talking about it with their employer may negatively affect their progression in the workplace; however, if employers initiate a dialogue about menopause then staff will be more open to talking about it. This way, an individually catered policy can be created.

Always remember: menopause is a health and wellbeing concern and should be handled sensitively.

Resources

Read IOSH’s article ‘Pause for Thought’ in their latest magazine HERE.

NEU has a model menopause policy available here as well as a menopause toolkit.

NASUWT: Managing the Menopause in the Workplace.

ACAS: Menopause at Work.