Perimenopause & menopause in the workplace

Perimenopause is a transitional phase leading up to menopause. During this phase, the body’s hormone levels, particularly estrogen, begin to fluctuate. This can result in irregular menstrual cycles, hot flashes, night sweats, mood swings and other symptoms. The length of perimenopause can vary significantly, but it typically lasts for several years.

Menopause, on the other hand, marks the official end of menstruation. This occurs when a woman has not had a menstrual period for a full year. Menopause is primarily caused by a decline in ovarian function, leading to a significant decrease in estrogen and progesterone production.

Research from the Chartered Institute of Personnel and Development reveals that two-thirds (67%) of working women aged 40-60 experiencing these symptoms report a mostly negative impact on their work

Of those who were negatively affected at work:

• 79% said they were less able to concentrate
• 68% said they experienced more stress
• nearly half (49%) said they felt less patient with clients and colleagues, and
• 46% felt less physically able to carry out work tasks.

As a result of this, over half of respondents were able to think of a time when they were unable to go into work due to their menopause symptoms [2].

If menopause symptoms seriously affect an employee’s ability to do their job, these symptoms might be considered a disability under the Equality Act 2010. This means employers must take steps to support staff by offering reasonable adjustments to increase their wellbeing at work.

There are several areas employers can look at to help offer a comfortable work environment during perimenopause and menopause. These include:

1) Offering temperature control options like adjustable thermostats or personal fans, along with improved ventilation to combat hot flashes.

2) Dedicated areas to rest with comfortable seating can provide a space for employees to manage fatigue or temperature fluctuations.

3) A relaxed uniform policy which can give an individual greater comfort throughout the day.

4) Encouraging conversations about menopause and normalising it. Using inclusive language and involving all employees and managers in conversations so everyone can access support they may need.

5) Offering training to line managers so that they can support employees and are fully trained and aware of how to approach sensitive one-one conversations.

6) Offering flexible working – promote and offer a broad range of flexible working arrangements to help employees when they are experiencing perimenopausal and menopausal symptoms.

Studies show that additional support for employees can lead to:

Increased employee retention: By addressing menopause-related challenges, businesses can prevent talent loss and create a loyal workforce.

Improved employee well-being: Feeling supported can significantly improve employee morale and overall well-being.

Enhanced productivity: When employees can manage their symptoms effectively, they’re more likely to be productive and focused at work.

The Equality and Human Rights Commission’s (EHRC) have also recently offered comprehensive guidance [1] on menopause in the workplace which is a positive step towards building a more inclusive workplace for women experiencing this natural transition.

At iDiversity we welcome the EHRC’s recent guidance and hope it helps pave the way towards a more inclusive workplace for employees experiencing menopausal symptoms.

Resources

https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers – Guidance for employers.

https://www.womens-health-concern.org/ – Advice and information for women on their reproductive health

https://www.menopausematters.co.uk/  – Information about the menopause, menopausal symptoms and treatment options

https://www.cipd.org/uk/ Chartered Institute of Personnel and Development (CIPD)

[1] https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers

[2]https://www.cipd.org/uk/knowledge/reports/menopause-workplace-experiences/