Menopause in the Workplace
The menopause is a natural part of ageing that usually happens between 45 and 55 years of age but it can also happen earlier or later in someone’s life. For many people symptoms last about 4 years, but in some cases symptoms can last a lot longer.
In the UK, the average age for a woman to reach the menopause is 51
All stages and types of the menopause are different and the experience will vary from person to person, which should be considered carefully, especially in the workplace. Some people may experience symptoms of the menopause much earlier that the ‘average age’.
Around 1 in 100 women experience the menopause before 40 years of age
There are three different stages to the menopause:
- perimenopause
- menopause
- postmenopause
Everyone will experience the menopause differently and most will find it a difficult and stressful time experiencing symptoms that effects them both physically and mentally. The NHS suggests that symptoms will last an average of four years but some will experience symptoms for up to 12 years!
Some of the most common symptoms include:
- Memory loss or forgetting things (‘Brain Fog’)
- Problems / Issues concentrating
- Hot flushes and sweating (even in cold temperatures/environments) & Night Sweats
- Struggling with finding the ‘right’ words, or feeling as though the word is ‘on the tip of their tongue’ but not being able to say it
- Mood swings
- Struggling to get out of bed
- A lack of motivation
- Depression and/or Anxiety
- Difficulty sleeping
- Headaches
- Aches, Pains & Joint Stiffness
A recent YouGov survey found some staggering statistics when speaking with employers…
72% do NOT have a menopause policy
and
16% give Line Managers training on the menopause
As an employer, you should be aware of all of your staff that may go through, or be affected by, the menopause and have a policy in place (that is reviewed and stuck to!) that supports those that experience symptoms of the menopause, whatever stage that may be, and looks to:
- Raise awareness of the menopause and its impact in the workplace;
- Encourage open conversations between line managers and staff;
- Signpost employees and staff to relevant advice and assistance.
I have had the opportunity to discuss Menopause in the Workplace with both employers and employees, and it is clear that there is still so much to be done and, unfortunately, there is still somewhat of a stigma surrounding the menopause (although, this is reducing).
Having spoken with employers, some of whom consider themselves ‘Out of their Depth’ or not knowing what to do for the best; my top tip would be…communication. Having an open and supportive approach goes a long way and being open to learning, making adjustments and offering support really can make the world of difference.
As an employer, you may want to consider signing The Menopause Workplace Pledge. This is part of the campaign by Wellbeing of Women and employers that have signed up to the pledge, recognise that the menopause IS a workplace issue and agree to be active in supporting employees affected by the menopause.
If you are an employer that you would like some assistance – please get in touch, I can assist with template policies.
The diversity in experiences from the employees that I spoke to, evidenced that employers appear to be at either end of the spectrum (from those that I spoke to) with some giving high praise to their employers and their support including adjustments that were being offered (without the need for asking!), whereas on the other hand, others were unable to pinpoint anything at all that their employer had/was doing to even acknowledge the fact that the menopause could impact those in the workplace.
Of the employees that I spoke to, a common theme occurred…being heard and acknowledged. The menopause is a significant issue that impacts so many across EVERY area of their life and so to have this ignored in the workplace – a place where the majority of our day is spent – seems absolutely ludicrous. Most of those that I spoke to weren’t asking, or expecting, any big changes; simply to be listened to, for the issue to be acknowledged and understood better, and to have some practical adjustments made (fans, better/breathable uniforms, temperatures they are able to control – where possible, and offering training across all levels of staff to promote and encourage awareness).
If you are experiencing symptoms of the menopause, and are not feeling supported by your employer, or do not know where to begin with asking/what is reasonable, or where to start…I can help!
I would also like to say a massive thank you to all those that took the time to discuss this topic with me so that I could add more depth and understanding to this piece.
If you would like to have a free chat about how we can help you, please contact us on
info@TotalLegacyCare.co.uk or 01727 865 121
Leah Waller
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