Menopause: how to support your team

Menopause is a hot topic right now. And about time too. Finally, the taboo is starting to break down, and that includes in the workplace. Here we examine how to help your team navigate the menopause a little more easily at work.

 

 

What is menopause?

 

Menopause itself is actually one day – when a woman hasn’t had a period for 12 months in a row. But the word is used more broadly to describe the years either side of this, when hormone levels change dramatically.

 

It mostly affects women between 45 and 55 years old and can last up to ten years. The vast list of symptoms is wide-ranging from brain fog to hot flushes to headaches and muscle pain, and these can change over the months and years. And that’s not to mention the huge emotional impact it has on many.

 

Trans men and non-binary people may also go through the menopause, and some women who have had cancer treatment may experience early menopause.

 

 

Why you need to act on it

 

Symptoms of menopause can have a huge impact on work life. Research by the Chartered Institute of Personnel and Development (CIPD) found that three-in-five of those experiencing symptoms while at work say it has a negative impact on their performance. And, according The Menopause Charity, 10% of women leave their jobs due to menopause.

 

Women over the age of 50 are the fastest growing group in the UK workforce. And with charities employing more women than men (67% to 33%), it’s going to impact greater numbers in this sector than others.

 

Under the Equality Act 2010, employers have a duty not to discriminate. Employees should be treated with respect in terms of their age and gender – and that means taking the menopause seriously in the workplace.

 

Of course, embedding menopause support in your organisation is the right thing to do. But according to Henpicked (a workplace menopause company) doing so can also bring a host of benefits: increased staff retention, improved performance, lower absence and sickness, and a greater culture of inclusivity, diversity, and equality.

 

 

Update (or put together) a policy

 

Having a menopause policy or framework is a way of showing employees that you care about their health and being. Check that your health and safety, wellbeing, and staff absence policies and frameworks recognise the menopause as a health issue or write a specific policy. The CIPD has helpful information about what to include if you’re putting one together from scratch.

 

You might also consider joining more than 1,700 companies by signing the menopause pledge, a campaign run by Wellbeing of Women.

 

 

Talk about it (if people want to)

 

The CIPD suggests that organisations should treat the menopause as they would any other health issue. This will help to break the stigma and taboo around menopause at work, and help employees to get the support they need. Try to foster an open and supportive culture in which if people want to talk about it, they feel comfortable to. 

 

If you identify as male, it might be difficult for people to feel comfortable speaking with you about their symptoms. If that’s the case, make sure employees know who else they can speak to within the organisation – whether that’s HR, another team leader, or a colleague. You might also want to set up an informal peer-to-peer support group.  

 

 

Educate yourself

 

If you don’t feel comfortable talking about menopause, then it’s unlikely your team will feel okay to talk to you about it. Reading around the subject, talking to women who’ve gone through it, or getting your charity to provide some dedicated training are all good starters.

 

 

Practical support

 

Hot flushes and night sweats affect up to 75% of menopausal women – and can last for seven years or more. That’s a lot of broken sleep.

 

Flexible working is key here. A late morning start or holding afternoon meetings could make a huge difference to someone who’s existing on long-term, disrupted sleep. Similarly, allow time for rest during the day, for example, ensuring protected lunch breaks or shorter breaks.

 

If you’re office-based, it could be helpful to have some quiet space for people to duck out to if they need to rest or if they’re having a hot flush and want some privacy.

 

And make sure that work stations are set up properly to reduce aches and pains – this is especially important for home workers.  

 

 

Signpost to emotional support

 

Menopause can cause havoc with emotions, with anxiety, mood swings, low self esteem and low mood all being common symptoms. For some, these can be extreme. In fact, the Menopause Experts Group has found that suicide rates for women aged between 45 and 54 has risen by 6% in the past 20 years. Women have not received the support they need.

 

If you offer an employee assistance programme (EAP) or counselling service, then make sure you know how to signpost employees. You could also suggest employees see their GP, if that’s appropriate.

 

For everyday support, there are also some great apps that can help manage stress and mental health.    

 

 

Everyone is different

 

Menopause affects everyone differently, so never make assumptions about what someone is experiencing. Always treat everyone as an individual – which is good practice, menopausal, or not.