Discussions on the menopause seem to be everywhere at the moment and I’m often asked why this issue has become so prevalent. 

It stems from a study conducted in 2002 by The Women’s Health Initiative which suggested a link between women taking HRT (Hormone Replacement Therapy) and an increased risk of breast cancer and heart disease. As a result of this study, a significant number of women globally stopped taking HRT. The WHI study has since been heavily criticised and debunked for its misleading data but left a legacy of women not receiving the support and treatment they needed. Campaigning for greater awareness of the menopause and its impact on women has come to the fore in recent years to raise awareness and help for women who are struggling, and to reframe HRT as a first line treatment to help manage symptoms.

How is this issue relevant for work?

Let’s consider that:

• Women make up nearly half the UK workforce. (i)

• Menopausal women are the fastest growing demographic in the workforce. (ii)

• 6 out of every 10 women experiencing menopause symptoms say it has a negative impact on work.(iii)

• 1 in 10 women aged 45-55 have left the workforce due to menopause symptoms.(iv)

• An estimated 13 million people are currently peri or menopausal in the UK. (v)

Understanding Menopause

Women start to experience symptoms associated with menopause due to fluctuations in hormone levels. ‘Peri-Menopause’ means “Around” menopause. Symptoms can start years before actual menopause and are often misdiagnosed. Typically, it starts around age 45 but can, in some cases, start many years before. Actual ‘Menopause’ is when a woman has had no periods for 12 consecutive months and typically, starts around age 51. Some women experience surgically induced menopause through having a hysterectomy where both the uterus and ovaries are removed and the immediate drop in hormone levels brings on menopause.  

Common Symptoms that May Impact Work

• Sleep Issues including night sweats

• Hot Flushes

• Heavy or Irregular Periods

• Headaches & Fatigue

• Muscular aches, and bone and joint pain  

• Loss of confidence, anxiety and depression

• Poor concentration, poor memory and brain fog

• For a full list of symptoms, please visit https://www.lattelounge.co.uk/the-34-symptoms-of-perimenopause-and-menopause-symptom-checker/ )

How can we help employees struggling with the Menopause?

• To allow women to continue to be effective in their roles, it is imperative that they are supported and that menopause symptoms are treated like any other health or mental health issue. Some key components are to:

• Have regular open and honest conversations.

• Don’t make assumptions – every woman is different.

• Avoid being overly prescriptive, offer suggestions sensitively. Ideally just listen, be patient and demonstrate empathy and respect. Remember that going through menopause is not a choice.

• Recognise that if you (the manager) are either male or a younger female, the employee may feel more comfortable discussing issues with someone of a similar age/gender – give them the option and try not to feel bad if they want to speak to someone else.

• Discuss reasonable adjustments.

What reasonable adjustments could we make at work?

Reasonable adjustments should be discussed and considered based on individual challenges and symptoms. The below are some suggested adjustments but may not be suitable or reasonable depending on the role and specific circumstances:

• Recognise the employee may need to take some absence at short notice.

• Offer a flexible approach to home working and working patterns (if appropriate).

• Consider the working environment and offer a desk fan or moving their desk to a cooler part of the office or near an open window.

• Consider the impact of a uniform if it needs to be worn (this may include regularly wearing PPE).

• Provide easy access to toilets and washrooms with access to sanitary products.

• Consider temporary adjustments to work duties.  

• Provide a quiet area to work.  

• Signpost to an employee assistance programme or counselling services if available.  

• Identify a supportive colleague to talk to away from the office or work area, such as a wellbeing champion or mental health first aider.  

• Discuss whether it would be helpful for the employee to see their GP, if they haven’t already.  

Whilst the menopause may not immediately or directly impact you, we are all surrounded by amazing women who may be struggling. They might be our friends, partners, colleagues, or relatives. We need to be more informed and demonstrate our care, concern and support for all women who are going through the menopause because if we don’t, we may be in danger of unnecessarily and prematurely losing fantastic and talented women who feel they can no longer work.

References

[i] https://www.gov.uk/government/publications/no-time-to-step-back-the-governments-menopause-employment-champion/no-time-to-step-back-the-governments-menopause-employment-champion#:~:text=Women%20make%20up%20nearly%20half,not%20being%20experienced%20by%20staff.

[ii] https://www.local.gov.uk/our-support/workforce-and-hr-support/wellbeing/menopause/menopause-factfile#:~:text=The%20menopause%20is%20a%20natural,before%2040%20years%20of%20age.

[iii] https://www.england.nhs.uk/long-read/supporting-our-nhs-people-through-menopause-guidance-for-line-managers-and-colleagues/

[iv] https://www.peoplemanagement.co.uk/article/1754967/one-10-women-quit-job-menopause-symptoms-survey-reveals#:~:text=The%20Menopause%20and%20the%20Workplace,the%20UK%2C%20the%20report%20said.

[v] https://www.engage.england.nhs.uk/safety-and-innovation/menopause-in-the-workplace/