Menopause in the workplace

As many as two thirds of perimenopausal, menopausal and postmenopausal working adults believe there is still a taboo surrounding menopause.

Over 43% say that it has or could present a barrier in the workplace, according to new research carried out by KPMG UK.

In fact, nearly half (48%) say their employer do not have a menopause policy in place, while two-fifths (39%) are unsure.

So, this week we want to raise awareness surrounding menopause and the support measures that should be put in place by employers.

What can employers do.

Employers should make sure they know how the menopause relates to the law, including the:

• Equality Act 2010, which protects workers against discrimination
• Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone’s health, safety and welfare at work

Menopause is not a specific protected characteristic under the Equality Act 2010. But if an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be discrimination if related to a protected characteristic, for example:

• Age
• Disability
• gender reassignment
• sex

The most common symptoms can include:

1. Mood changes/low mood – 65%
2. Hot flushes/excessive sweating/night sweats – 65%
3. Difficulty sleeping – 62%
4. Headaches – 50%
5. Memory and concentration – 45%
6. Joint stiffness/aches and pains – 40%
7. Anxiety/panic attacks – 38%
8. Frequent urination – 35%
9. Hair thinning/loss – 33%
10. Palpitations – 28%

Among the most popular support measures that, respondent employees want their employers to implement are adjustments to working patterns and working environments, as well as more open conversations in the workplace and better education on the issue for managers.

In addition to existing medical support and counselling, employers may consider offering additional support such as occupational health, desk fans, flexible working arrangements or even something as simple as making available some feminine products in the ladies’ toilet.

There are clear benefits of providing menopause support for employers and their employees, as well as very real ramifications of not doing so.

Menopause support is not a trending employee benefit or a fad that will disappear next year. There are over 15m women in employment and nearly a third of those are over 50, so employers need to recognise their needs. Menopause needs to be treated in the same way as any long term condition which has a substantial impact on quality of life and employees who are going through it should be able to feel supported in the workplace with dignity and discretion.