After the diagnosis: how to support menopause in the workplace?
Menopause is a natural biological process that affects many employees during their working lives. However, it is often misunderstood or overlooked in workplace policies. Understanding how to support menopause in the workplace and how to approach it when an employee is diagnosed is essential for employers. With the right support and awareness, organisations can ensure that employees experiencing menopause feel valued, included, and able to perform at their best.
In this blog, we’ll discuss what employers can expect when an employee is diagnosed with menopause, what symptoms they may face, and how to support menopause in the workplace sensitively and professionally.
What is menopause?
Menopause is the time when menstruation ceases, typically occurring between the ages of 45 and 55. It is preceded by perimenopause, a transitional period during which hormone levels fluctuate, causing a variety of physical, emotional, and mental symptoms. For many, menopause lasts several years, and symptoms can continue into post-menopause.
Symptoms Associated with Menopause
Physical symptoms
Common physical symptoms of menopause include hot flushes, night sweats, and fatigue. These symptoms can be disruptive, especially in work environments that don’t allow for flexible temperature control or frequent breaks.
Cognitive symptoms
Many experience cognitive challenges during menopause, such as memory lapses, difficulty concentrating, and ‘brain fog’. These symptoms can hinder productivity and may require temporary adjustments to workloads or deadlines.
Emotional symptoms
Menopause can cause emotional changes such as mood swings, irritability, and anxiety. Employers need to be aware that these changes are hormonal and not reflective of the employee’s professional capabilities or character. Sensitivity and understanding from management can make a significant difference.
Impact on mental health
As hormonal changes affect mood and stress levels, mental health issues such as depression or anxiety may emerge or worsen. Employers should consider how to support mental health, perhaps by providing access to counselling or mental health days.
What employers should expect when an employee is diagnosed
When an employee discloses that they are experiencing menopause, employers should expect a period of adjustment. The impact of menopause on work performance varies from person to person, so it’s crucial not to generalise or make assumptions. A proactive approach to involves being prepared to have open, supportive discussions on how to support menopause in the workplace and recognising that the experience of menopause can change over time.
Individual variability
Menopause affects individuals in different ways. While one employee might experience mild symptoms, another might have more severe ones. It’s important for employers to avoid a one-size-fits-all approach and tailor support to each employee’s unique situation.
Fluctuating symptoms
Menopause isn’t a static condition. Symptoms can worsen or improve as hormone levels fluctuate. Regular communication and check-ins with the employee are key to ensuring that the right level of support is provided over time.
Long-term Support Needs
Menopause is a long-term process that can last several years. Employers should be prepared to offer ongoing support and be flexible with accommodations as symptoms evolve. Addressing menopause as a temporary issue might not provide sufficient long-term solutions.
How to support menopause in the workplace
A supportive and inclusive approach to menopause can foster a positive work environment, benefiting both the employee and the organisation. Here are several steps employers can take:
Fostering open conversations
Encouraging open dialogue around menopause can help reduce the stigma and normalise the conversation. Leaders should model this openness by showing support and providing a safe space for employees to discuss their symptoms and needs.
Managers should be trained on menopause awareness, understanding the impact on employees, and how to handle these discussions sensitively. With training, they’ll be able to recognise symptoms, offer support, and signpost to relevant resources.
Creating a menopause policy
A written menopause policy demonstrates that your organisation is committed to supporting employees. This policy should outline available accommodations and resources on how to support menopause in the workplace.
Consider including options for flexible working hours, remote work, or adjustments to the work environment such as access to cooling systems or breaks. Clear guidelines help employees feel empowered to ask for the support they need.
Workplace adjustments
Depending on the employee’s symptoms, small adjustments to their working conditions can make a big difference. This might involve providing flexible break times, adjusting the workload during particularly challenging periods, or offering the ability to work from home when necessary.
Providing access to health resources
Ensure employees have access to health resources, including mental health support. Some companies offer access to Employee Assistance Programmes (EAPs), which provide counselling, or wellness programmes focusing on stress management, nutrition, and fitness that can mitigate symptoms.
Maintaining confidentiality
It’s important to ensure that employees’ experiences of menopause are handled with confidentiality. When an employee discloses their condition, any information shared should be kept private, and discussions around workplace adjustments should be discreet.
Legal considerations
Employers also need to be aware of their legal obligations concerning menopause. Under the Equality Act 2010, menopausal symptoms may be considered a disability if they have a substantial and long-term adverse effect on the individual’s ability to carry out normal day-to-day activities. Employers must make reasonable adjustments to ensure these employees are not at a disadvantage.
The role of menopause champions
Some organisations appoint Menopause Champions or create internal support networks to provide peer guidance and advocate for menopausal employees. These champions can help raise awareness within the company, offer support to colleagues, and ensure that management remains informed about how to support menopause in the workplace.
The importance of creating a menopause-friendly culture
Retaining Talent
A workplace that knows how to support menopause in the workplace retains skilled workers who might otherwise leave due to their symptoms. By accommodating their needs, businesses ensure they do not lose valuable staff with years of experience and expertise.
Boosting morale
When employees see that their company genuinely cares about their wellbeing, it boosts morale. Providing support for employees going through menopause fosters loyalty and commitment, which can positively impact workplace culture.
Promoting diversity and inclusion
Addressing menopause in the workplace aligns with diversity and inclusion goals, ensuring that the needs of older workers are met and that all employees feel valued. Employers who demonstrate they know hot to support menopause in the workplace showcase their commitment to creating a fair and supportive workplace for everyone.
Menopause is an inevitable life stage that many employees will experience, and it’s essential that employers approach it with understanding and support. By creating an open, inclusive environment where menopause can be discussed and where adjustments are readily made, businesses can retain talent, improve morale, and boost productivity.