Menopause Awareness Month: Now is the Time to Take Action

October marks Menopause Awareness Month, a time to focus on an often-overlooked issue that directly affects the working lives of millions of women. Menopause affects both employees and the wider workplace, and addressing it effectively can foster a more inclusive environment, improve employee retention, and boost your organisation’s performance.

In this edition of Sparks Insights, I want to share the importance of menopause awareness in the workplace, offer practical guidance for UK business owners, and explain how I can help your business become more inclusive.

Why Menopause Awareness Matters in the Workplace

Menopause may be a natural stage of life, but the possible effects on a woman’s work life is profound. The average age for menopause is 51, with most individuals experiencing the transition between ages 45 and 55. In the UK, nearly 4 million employed women fall within this age group, making this a significant workplace issue.

Despite the growing number of menopausal women in the workforce, a surprising lack of awareness and support still exists. Over 75% of women experience menopause symptoms, with 25% suffering from severe symptoms that meet the Equality Act's definition of a disability.?

Did you know that 1 in 4 menopausal women consider leaving work? And 1 in 10 actually do!?

Just think of all that lost talent and knowledge, not to mention the increased recruitment costs on businesses.

For business owners, failing to support menopausal employees can have significant financial implications.?

According to Oxford Economics, the average cost of replacing an employee earning ￡25,000 a year is ￡30,614. With hiring managers in 76% of SMEs citing recruitment as a major challenge, keeping skilled employees in their roles is not only a matter of inclusivity but also sound business sense.

Why Now is the Perfect Time for Change

October is Menopause Awareness Month, and it’s the perfect time for your organisation to start (or increase!) its commitment to menopause inclusivity. October 18th marks World Menopause Day, an ideal date to launch awareness campaigns, provide training, or introduce new policies in your workplace.

Many organisations are starting to recognise that menopause is not just a personal issue but a workplace one. The Labour Government has even mentioned requiring companies with over 250 employees to implement a Menopause Action Plan. While not yet law, it’s a wise step to begin preparations now.

The Cost of Ignoring Menopause in the Workplace

Imagine losing some of your most experienced and knowledgeable employees due to preventable reasons like inadequate menopause support. Many businesses overlook the potential impact of menopause on their staff, only to face costly consequences later.

Failing to support employees through menopause can lead to:

• Increased absenteeism: Women suffering from severe menopause symptoms are more likely to take time off work, leading to disruptions in business operations.
• Loss of talent: As previously mentioned, a significant number of menopausal women leave the workforce due to insufficient support, and replacing them is costly and time-consuming.
• Potential legal risks: Severe menopause symptoms can meet the criteria for a disability under the Equality Act 2010. Failing to accommodate these employees can result in costly legal claims, as menopause-related tribunal cases are on the rise.

What Can You Do as a Business Owner?

You don’t need to wait for government mandates to take action. Proactively supporting menopausal employees demonstrates that you care about their well-being and fosters a culture of inclusivity. Here are some ways your business can begin:

1. Training for Leaders and Managers

Equip your managers with the knowledge to support menopausal employees effectively. This means understanding the symptoms, knowing how to make reasonable adjustments, and fostering open conversations. Offering menopause awareness training will ensure your leadership team feels confident supporting employees through this transition.

2. Raising Awareness Across the Organisation

Educating your entire workforce on menopause will help to destigmatise the issue and create a supportive culture. Awareness sessions, workshops, and internal communications can go a long way in helping employees understand what their colleagues may be experiencing.

3. Implementing Menopause Policies or Guidance

Creating a Menopause Policy ensures clarity for both employees and managers. A well-crafted policy should outline the support available to employees experiencing menopause, such as flexible working arrangements, access to cooling breaks, and adjustments to workload where necessary.

For more support, grab a free copy of my guide - Considerations for Building a Menopause Policy to begin crafting your own Menopause Policy today: https://dashboard.mailerlite.com/forms/434300/127119282070882022/share?

4. Launching Support Groups

Support groups offer a safe space for employees going through menopause to share their experiences and tips. This could be a key initiative in fostering solidarity and providing practical, peer-led support.

5. Offering Personalised Coaching

Some women may benefit from personalised coaching tailored to their individual needs. Providing one-to-one coaching sessions can help employees manage their symptoms while maintaining their performance at work.

How I Can Help You Build a Menopause-Inclusive Workplace

With nearly 25 years of experience in Human Resources and Learning & Development, I am uniquely positioned to help your business create a menopause-inclusive culture.?

My passion for raising awareness of menopause within organisations for both colleagues and leaders started many years ago when I was on maternity leave with my son who is now 21 and just starting his second year at Uni.

One day, I was at home watching daytime TV, and two women were being interviewed about how they’d lost their jobs, and ultimately their careers, because of their menopausal symptoms and lack of support in their workplace.

Despite being off work, my HR radar went off and I couldn’t believe that this went on in 2003!? I vowed that I would always ensure that I supported the menopause.

Over the years I have many examples of where women were on the verge of leaving or felt that they could no longer do their job or lacked confidence.? Through raising awareness and offering tailored support to each individual, I have personally seen the benefits it brings to individual colleagues and the organisation through fostering an inclusive culture.

As a Chartered Member of the CIPD and a qualified professional with a Level 7 HR certification, I have worked across a wide range of sectors, including retail, financial services, IT, legal, and marketing. My experience in fast-paced environments, where change is constant, gives me a broad understanding of the commercial pressures faced by business owners. I offer commercially aware advice that aligns with current legislation, helping your business maintain compliance while fostering inclusivity.

I’ve seen first-hand the positive impact that supporting menopausal women can have. By raising awareness and offering tailored support, I’ve helped organisations retain valuable employees, foster stronger workplace cultures, and reduce turnover.

Your Next Steps: Let’s Work Together

October provides the perfect opportunity to start or advance your company’s menopause inclusivity efforts. By taking action now, you’re not only fostering a healthier, more inclusive workplace but also securing your business’s long-term success.

As a seasoned HR professional, I can help you develop and implement the necessary policies, training, and support systems to ensure that your organisation is menopause-friendly. Whether you're starting from scratch or looking to enhance your existing initiatives, I’m here to guide you.

Menopause Awareness Month is more than just a one-off event; it’s a call to action for business owners in the UK to support a growing demographic within the workforce. By understanding and addressing the needs of menopausal employees, you’re investing in your team’s well-being, improving retention, and ensuring your organisation remains compliant with evolving regulations.

Don't let a lack of awareness hold your business back. Start your journey today, and together, we can make your workplace one that truly values and supports all employees, regardless of where they are in their life journey.

Let’s have a conversation about how I can help your business become a menopause-inclusive employer. I still have a few dates available for the rest of this year, and I’d love to work with you to create a supportive and empowering environment for all your employees.

Book a call today: https://www.sparkshr.co.uk/contact-us?

Alison