Workplace Support for Menopausal Employees
This blog is developed from NIG Risk Assist to inform and encourage organisations to support menopausal workers. Menopause can impact both mental and physical health, so understanding and support in the workplace is essential.
Use this blog to educate and train your team about menopause and its impacts on individuals.
The Impact of Menopause on Work
Menopausal employees may face difficulties in daily life due to symptoms, which can affect routines and job performance. Studies show that:
1 in 10 women may leave their profession due to symptoms like "brain fog," exhaustion, and anxiety.
1 in 4 women may intentionally seek demotion rather than accept promotions.
Menopause can affect productivity, impacting company profitability.
Understanding Menopause
Menopause typically occurs around age 51, but it may appear earlier due to surgery or illness. Perimenopause, the stage before menopause, can present early symptoms. About two million women over 50 experience workplace challenges related to menopause symptoms.
Menopause affects oestrogen levels, leading to symptoms that vary widely in type and severity. While some women experience little to no symptoms, about 1 in 4 women will experience notable effects.
Common Symptoms
Physical and psychological symptoms can last for years and include:
Difficulty sleeping and night sweats
Fatigue and low energy
Mood swings, anxiety, panic attacks
Hot flushes
Memory and concentration issues (Brain fog)
Irregular or heavier periods
Muscle and joint aches
Urinary problems
Headaches, including migraines
Weight gain
Palpitations
Skin irritation
Dry eyes
Brain Fog: As highlighted by Davina McCall in Sex, Mind and the Menopause, “brain fog” is linked to reduced oestrogen levels and can feel like sleep deprivation or stress, leading to forgetfulness and difficulty focusing.
Supporting Menopausal Employees
Recognising the Problems
Women over 50 are the fastest-growing group in the workforce. Understanding menopause helps retain valuable knowledge and expertise.
Many women avoid discussing menopause at work due to fears about job security or promotion prospects. Managers should treat menopausal symptoms with the same care as any medical condition.
Practical Support
Employers should assess health and safety risks for perimenopausal and menopausal staff, including:
Temperature and ventilation control, possibly providing portable fans
Access to rest facilities, toilet breaks, and cold drinking water
Adapted clothing or uniforms to improve comfort
Promoting Understanding
A Menopause-Friendly workplace can be achieved by:
Providing training for line managers
Implementing reasonable adjustments to workstations or environments
Offering flexibility to keep staff feeling safe and valued
Educating all employees on menopause awareness
Menopause and the Law
Although menopause is not specifically covered under the Equality Act 2010, unfair treatment may constitute age, sex, or disability discrimination. Employers are also obligated under the Health and Safety at Work Act 1974 to protect staff health and welfare.
Unpleasant remarks, jokes, or harassment related to menopause may be considered harassment or sexual harassment. Tribunal cases related to menopause discrimination are rising, with 20 expected cases this year.
Policies and Training
Businesses should consider a menopause policy with training to help managers understand symptoms and workplace adjustments.
Even if a formal policy isn’t in place, sickness or flexible working policies may cover menopausal symptoms.
Being adaptable is essential as symptoms vary between employees.
For further guidance:
