Creating a Supportive Workplace for Women Experiencing Menopause
Women going through menopause represent a significant and growing demographic in the workplace, with around 1 in 4 experiencing symptoms such as hot flushes, sleep disturbances, and anxiety. These challenges can greatly impact their ability to work, with 6 in 10 reporting that menopause symptoms negatively affect their job performance. In some cases, this can lead to depression and even job loss.
As a manager, employer, or HR professional, it's essential to prioritise employee wellbeing by offering reasonable adjustments to support women experiencing menopause.
With World Menopause Day on October 18th, here are some practical steps to create a more supportive work environment for employees going through perimenopause or menopause.
1. Educate Yourself on the Menopause
Understanding menopause is key to providing meaningful support. Menopause typically occurs between the ages of 45 and 55, as oestrogen levels drop, marking the end of menstruation. Perimenopause, the transitional period before menopause, can last several years and is often accompanied by various physical and psychological symptoms. While some women may experience only mild changes, others might find it difficult to cope.
Common symptoms include:
It’s also important to acknowledge that transgender, non-binary, and intersex employees can be affected by menopause, so your approach should be inclusive and considerate of all individuals.
2. Encourage Open Conversations
Despite menopause being a natural life stage, it is often still a ‘taboo’ subject. Almost half of employees needing time off due to menopause symptoms do not feel comfortable disclosing the real reason to their employers. You can help break this silence by fostering a supportive environment where women feel safe to discuss their experiences. Regular one-on-one meetings can provide opportunities to address concerns, and sharing information about menopause around the office helps normalise the topic.
In your next team meeting, remind employees about the resources available and who they can talk to if they need support or accommodations related to menopause.
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3. Implement Reasonable Adjustments
Since every woman experiences menopause differently, it’s important to have a one-on-one conversation to discuss what specific adjustments will help them. Some practical accommodations include:
It's helpful to suggest some of these accommodations if an employee is struggling, but listening to their preferences and adjusting accordingly will provide the most effective support.
4. Maintain Regular Check-ins
After putting adjustments in place, it’s important to check in regularly to see how your employee is managing. If their performance is slipping, a kind and understanding conversation can uncover additional ways to support them. By being proactive, you create a work environment where women feel valued and are empowered to perform their best, even through challenging times.
5. Signpost to Additional Support
If your employee’s wellbeing is being significantly impacted by menopause, pointing them towards extra resources can make all the difference. The OptiMe app offers workshops on managing menopause, helping employees develop strategies for coping with symptoms. Encouraging them to book a GP appointment to discuss any concerns can also be beneficial, especially if symptoms are interfering with their daily life.
By supporting women during this stage of life, you contribute to a more inclusive and thriving workplace where everyone can succeed.
For more information about supporting workplace wellbeing, contact us at [email protected] to arrange a free demo of our services.