The benefits of a Menopause friendly workplace

Menopause is a significant phase in a woman's life that marks the end of menstrual cycles, often accompanied by a variety of symptoms that can last several years. A workplace that is sensitive to the needs of menopausal women can offer numerous benefits, not only to the individuals experiencing these changes but also to the overall work environment.

Menopause typically occurs between the ages of 45 and 55 but can begin earlier or later in some women. The transition phase, known as perimenopause, can last anywhere from a few months to several years before menopause is officially reached. It is important to recognise that the individual experience for each woman is unique. Common symptoms experienced can be both physical and psychological and while not all women experience difficulty with menopause for up to one third of women the symptoms can be debilitating¹.

The impact of menopause can have a profound effect on a woman's professional life. Hot flashes and night sweats can disrupt sleep, leading to fatigue and decreased concentration. Mood swings may create challenges in maintaining a consistent performance, and joint pain can limit physical activities. These symptoms can lead to increased absenteeism, lower productivity, and decreased job satisfaction. Symptoms can last for several years, varying in intensity from one woman to another.

Many women feel uncomfortable discussing these challenges in the workplace due to stigma or lack of awareness, which can exacerbate their difficulties. Some may even consider reducing hours or leaving their jobs altogether due to the severity of their symptoms. The impact of this for organisation is lower productivity and increased costs of hiring and training.

Creating a menopause-friendly workplace is key to supporting women through this transition, promoting their wellbeing, and ensuring they remain productive and satisfied in their roles. This support begins with engaging senior stakeholders and raising awareness through training sessions and provision of resources. Normalising conversation around menopause can help reduce stigma.

In 2023 the UK government rejected a legislation proposal for menopause leave. The responsibility to provide support remains with individual organisations. Without this type of support many women resign from their jobs². In other jurisdictions such as Australia, legislation of women’s health leave is being debated but many organisations have introduced up to 12 day leave for women’s health. Offering flexible hours or remote work options can also alleviate some of the stress caused by menopausal symptoms. For instance, flexible hours could help women manage fatigue by adjusting their schedules to their energy levels.

Small changes can be made in the office as well. Like providing access to fans, adjusting office temperatures, or offering quiet spaces for rest can help women manage symptoms like hot flashes and fatigue. In addition, offering menopause-specific wellness programs, such as yoga or stress management workshops, can help women manage their symptoms more effectively. Research highlights the benefits for workplaces of implementing menopause-specific programs with a marked improvement in employee wellbeing and retention rates³.

Workplaces can also provide women with resources on where to go for help and steps they can take to manage their symptoms. Workplace provisions specifically tailored to menopause could be beneficial such as support groups and access to EAP.

Steps people can take themselves to manage their symptoms include:

• Regular physical activity and a balanced diet can help combat weight gain, improve mood, and boost energy levels.
• Practices like meditation, yoga, and mindfulness can help manage mood swings and anxiety.
• Creating a restful sleep environment and practicing good sleep hygiene can reduce the impact of night sweats and insomnia.
• Supplements such as black cohosh, vitamin D, and evening primrose oil are commonly used to alleviate menopausal symptoms, though women should consult their doctor before use.

A menopause-friendly workplace is not only beneficial for women but for the entire organisation. By fostering a supportive, understanding environment, companies can help their employees thrive during this challenging time and retain valuable talent in the workforce.

References:
1 - D'Angelo S, Bevilacqua G, Hammond J, Zaballa E, Dennison EM, Walker-Bone K. Impact of Menopausal Symptoms on Work: Findings from Women in the Health and Employment after Fifty (HEAF) Study. Int J Environ Res Public Health. 2022 Dec 24;20(1):295. doi: 10.3390/ijerph20010295. PMID: 36612616; PMCID: PMC9819903.
2 - Tatum, M. Without support many menopausal workers are quitting their jobs. BBC 2024 April 9 https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits
3 - Hardy, C., Hunter, M. S., & Griffiths, A. (2018). Menopause and work: an overview of UK guidance. Occupational Medicine, 68(9), 580–586. https://doi.org/10.1093/occmed/kqy134​:contentReference[oaicite:0]{index=0}.