Why Menopause Matters in the Workplace

Menopause is a natural stage in life, yet it remains one of the least discussed workplace issues. With women over 50 now the fastest-growing workforce demographic, it’s time for employers to acknowledge menopause as a key workplace consideration.

The symptoms associated with menopause can significantly impact work performance, retention, and well-being. By fostering an open and supportive culture, businesses can improve productivity, reduce absenteeism, and retain experienced talent.

The Workplace Impact of Menopause

 Menopause typically occurs between the ages of 45 and 55, although symptoms can start earlier (perimenopause) and last for several years.

Common symptoms that may affect work include:

• Fatigue and Sleep Disturbances – Difficulty sleeping can lead to exhaustion, reduced concentration, and lower productivity.
• Cognitive Challenges (“Brain Fog”) – Memory lapses, difficulty focusing, and mental clarity issues can impact decision-making and task management.
• Mood Fluctuations – Anxiety, irritability, and depression can affect workplace relationships and overall job satisfaction.
• Hot Flushes and Temperature Sensitivity – Sudden heat episodes can cause discomfort, embarrassment, and distraction.
• Muscle and Joint Pain – Physical discomfort can make certain job roles more challenging, particularly those that require prolonged standing or movement.

A lack of understanding around these symptoms can lead to increased stress for employees, loss of confidence, and in some cases, a decision to leave the workforce. Research shows that nearly 900,000 women in the UK have quit their jobs due to menopausal symptoms. Addressing menopause in the workplace isn’t just about compliance; it’s about employee retention, inclusivity, and well-being.

What Can Employers Do?

 To create a menopause-friendly workplace, organisations should consider the following steps:

1. Implement a Menopause Policy

A structured policy provides clear guidance for both employees and managers. This can outline available support, expectations, and any workplace adjustments that can be made. A well-defined menopause policy demonstrates that an organisation values its workforce and is proactive in employee well-being.

2. Offer Flexible Working Arrangements

Allowing employees to adjust their start and finish times, take breaks when necessary, or work remotely can help those struggling with menopause symptoms maintain performance while managing their health.

3. Train Managers and HR Teams

Managers should be educated about menopause and its effects so they can offer appropriate support and signpost employees to resources. Training should include how to handle sensitive conversations and how to make reasonable adjustments to support affected employees.

4. Provide Workplace Adjustments

Simple changes can make a significant difference:

• Adjusting workplace temperatures and providing desk fans
• Allowing uniform modifications or relaxed dress codes where possible
• Providing access to quiet rest areas
• Encouraging regular breaks

5. Create a Culture of Openness

Encouraging open conversations about menopause helps to break the stigma. Establishing menopause champions or support groups within the workplace can allow employees to share experiences and advice in a safe space.

The Benefits of Menopause Awareness

Workplaces that acknowledge and support employees going through menopause see multiple benefits, including:

• Increased Employee Retention: A supportive environment means employees are more likely to stay, reducing recruitment and training costs.
• Improved Productivity: Employees who feel understood and supported are more engaged and able to perform at their best.
• Reduced Absenteeism: With the right adjustments in place, employees are less likely to take time off due to menopause-related symptoms.
• Enhanced Workplace Reputation: Organisations that foster an inclusive environment attract and retain top talent, positioning themselves as employers of choice.

How Employees Can Seek Support

If you are experiencing menopause symptoms and struggling at work, here are some steps you can take:

• Know Your Rights: Under the Equality Act 2010, menopause can be considered a disability if it has a long-term and substantial impact on daily activities. Employers must make reasonable adjustments where needed.
• Speak to Your Employer: Request a confidential meeting with HR or a manager to discuss support options.
• Use Available Resources: Many workplaces now offer Employee Assistance Programs (EAPs) or occupational health services.
• Join a Support Network: Connecting with others going through similar experiences can be invaluable for advice and emotional support.

Conclusion

 Menopause is a workplace issue that cannot be ignored. By implementing supportive policies, raising awareness, and fostering a culture of inclusivity, businesses can ensure they retain and empower their experienced workforce. At Harris Lord Recruitment, we advocate for progressive workplace practices that promote employee well-being and productivity.

If you’re an employer looking to attract and retain talent, or an employee seeking support in your workplace, we can help. Get in touch with us to learn more about how we support businesses and professionals across the UK.