According to The Menopause Charity, women over the age of 50 are the fastest growing group in the UK workforce. Therefore, World Menopause Day on Friday 18 October 2024 should have prompted employers to review their existing policies, ensuring more is done to support individuals that are experiencing symptoms.
The Chartered Institute of Personnel and Development (‘CIPD’) has conducted surveys into the type of menopause symptoms being experienced and their impact upon individuals at work both in 2019 and 2023. The surveys also considered the ways in which employers can support individuals experiencing menopause symptoms, and the importance of such support in improving working conditions for individuals.
In 2019, CIPD found that 51% of those surveyed could recall a time when they were unable to attend work due to menopause symptoms which compares to 53% of respondents in 2023. The key difference, however, was that in 2023, 18% of respondents (up from 11% in 2019) did not tell their manager anything about their menopause or symptoms and a further 11% only mentioning their symptoms but not menopause. That said, 11% of respondents did tell their manager about their menopause and symptoms (up from just 7% in 2019). It is clear, therefore, that whilst overall, a higher percentage of respondents in 2023 were comfortable informing their employers and/or managers of their symptoms and the menopause, the percentage of respondents who were not willing to do so also increased. On this basis, it remains as important as ever for employers to establish open and supportive cultures in which individuals feel empowered to discuss their symptoms and the menopause.
Menopause typically occurs between the ages of 45 and 55, but around 1 in 100 individuals will experience it before the age of 40. Meanwhile peri-menopause, which is the period leading up to menopause, can occur during mid-30s or even earlier. Considering that almost three quarters of the workforce are aged between 40-64, it is an issue that does not discriminate between industry and sector and one that must be taken seriously by business owners.
Whilst symptoms can range from cognitive, physical and psychological, the CIPD survey noted that the three most commonly experienced symptoms of menopause are:
- Psychological issues (e.g. mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence, reduced concentration, etc.) (67%)
- Hot flushes (66%)
- Sleep disturbance (66%)
Each of these symptoms, along with all other symptoms of the menopause can negatively impact those experiencing them at work and so, it is especially important that employers stake steps to support individuals and make adjustments where possible.
According to the CIPD, "organisations should treat the menopause as they would any other health issue, not only to break the stigma and taboo surrounding the menopause at work, but to create an inclusive environment where employees and managers feel able to discuss any reasonable adjustments that may be needed".
What should employers be doing?
World Menopause Day should encourage employers to be mindful of the challenges posed by menopause symptoms for impacted individuals. With so many employees still not comfortable discussing the menopause or their symptoms, focus should be firstly upon ensuring that individuals feel comfortable informing their employers of their symptoms and secondly, ensuring that they feel supported within the workplace.
Employers should, therefore, consider introducing policies and training senior management on what the menopause is and what it entails in order to ensure that their managers feel confident to support colleagues who are experiencing symptoms. This will also allow them to identify signs and symptoms in order to offer the necessary support to colleagues that are struggling.
As well as offering specific training and support to senior management within the organisation who may need to support their teams, training should also be offered across the organisation in order to improve awareness and understanding more broadly. Training should also include information regarding the ways in which the employer supports those experiencing the symptoms of the menopause, and where employees can access support, if required.
It is also important for organisations to consider each case individually, and take steps to support employees so far as is possible. Whilst the menopause is not a specific protected characteristic under the Equality Act 2010, 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, such as age, sex or gender reassignment and so, taking such steps is also important in protecting the organisation from any such claims. With this in mind, it is in the best interests of employers to ensure menopausal women are supported, with steps taken to improve their comfortability where reasonably possible.
For menopausal women, not receiving the right support at the right time could result in them leaving the business entirely, which can be detrimental, especially if those individuals have been delivering consistent value to the organisation.
For this reason, policies should be updated to reflect menopause, allowing flexible working if employees are suffering from symptoms like night sweats and insomnia, which can make going into the office a lot more challenging. At the same time, line managers should routinely check in on menopausal women that are working from home, ensuring they have what they need to work productively.
What can employees do?
Whilst we acknowledge that it can be a difficult conversation to discuss the menopause and individual symptoms, employers are only able to address matters which they are aware of. By informing their employers of any symptoms they may be experiencing, individuals can therefore, provide their employers with the opportunity to provide them with support. Open conversations regarding matters which will undoubtedly impact other employees too may also provide others with the opportunity to contribute to the wider discussion regarding menopause within the workplace.
The CIPD survey also demonstrated that 50% of respondents felt supported by their colleagues, with the number of respondents impacted by various symptoms was reduced by up to 9% by such support. For example, 51% of those respondents supported by their colleagues experienced feeling less patient with colleagues and/or clients whilst 60% of those who felt unsupported experience the same feelings. Therefore, whilst managers and employers more broadly have a responsibility to ensure that individuals experiencing the menopause and menopause symptoms are supported, it is clear that colleagues can also provide valuable support to their colleagues.
For more information on how best to manage menopause in the workplace, read our complete menopause in the workplace guide.
The information provided in this article is provided for general information purposes only, and does not provide definitive advice. It does not amount to legal or other professional advice and so you should not rely on any information contained here as if it were such advice.
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