Menopause and the Workplace
Menopause can sometimes seem like a taboo subject but it will affect around half of the population, it is a natural process that leads to women’s menstrual cycles ending.
The transition of the menopause starts with menstrual irregularities and finishes some time after the last menstrual cycle, it is caused by hormonal changes (oestrogen production in the body is lowered).
Most women start the process of menopause between the ages of 45 to 55, with the average age in the UK being 51.1. It occurs when women have not had a menstrual period for a year (12 consecutive months).
However, one in ten women in the UK experience the menopause before the age of 40 - Which is referred to as premature menopause.
Menopause means that eggs are no longer released from the ovaries, meaning pregnancy is no longer possible - Which is why many people refer to a biological clock for women!
Women are born with all their eggs which are slowly lost over time, it is estimated most women have around 1 million eggs at birth. Although, around 99% of these eggs will be broken down by the body by a process called follicular atresia, meaning only 1% are released during menstruation.
Before women experience menopause, there is perimenopause (meaning around menopause) - This refers to the period of time just before the menopause begins, usually occurring between the mid-30s to 40s when hormones begin to change. Most women in perimenopause experience mild menopausal symptoms, with many in this age group already reporting impaired cognitive function (e.g. memory).
For those who experience menopause early, it can be a very emotional and upsetting time because it affects their ability to have children. It should be treated as seriously as ‘normal’ menopause; research has found that those who go through menopause before the average age have a higher risk of morbidity and mortality.
There are many physical and mental symptoms of menopause, which can cause problems for many women going through this process. Although, once the transition has finished (post-menopause), many women symptoms ease fairly quickly and they no longer have to worry about painful periods or pregnancy.
The NHS reports that around eight out of ten women experience additional symptoms during the time before or after their last menstrual period. The most common symptoms include:
What Are Menopause Symptoms?
The NHS reports that around eight out of ten women experience additional symptoms during the time before or after their last menstrual period. The most common symptoms include:
Hot Flushes
Difficulty Sleeping (causing fatigue)
Night Sweats
Memory & Concentration Problems
Weight Gain
Mood Changes
Reduced Libido
Palpitations
Joint Stiffness, Aches or Pains
Lower Muscle Mass
Recurrent UTIs (Urinary Tract Infections)
Vaginal Dryness
Hair Thinning/Loss
For most women, symptoms last for around 4 years after your last menstrual period. However, one in ten women experience symptoms for up to 12 years! Menopause may be when women’s periods stop, but it can last for a significant amount of time and affect many parts of life.
Menopause in the Workplace
There are currently around 4.3 million employed women in the UK that are aged between 45 and 60, which is 13% of the total workforce. All of these women will experience the symptoms of menopause at some stage and they’ll have to manage these symptoms at work!
Of all workers over 50, almost half (45%) are women which makes up a large proportion of the older working population. Of these women, over half will experience more moderate negative side effects of menopause, with 5% of women being severely affected.
Women can often feel too embarrassed or ashamed to talk about their menopausal symptoms when at work - Worried they won’t be taken seriously, it might spread as gossip, their job security may be lost or that they’ll be seen as less capable.
With large numbers of women entering menopause during employment, it is essential for workplaces to put in place measures to support and protect those experiencing menopause - This is usually handled by whoever provides health and safety support in the workplace. It can cause frustration for these women if their workplace is not understanding what they’re going through.
What Can Workplaces Do To Help?
A research paper looking into this area found that menopause symptoms like fatigue and memory & concentration problems can negatively impact women’s work; plus, hot flushes can cause distress and embarrassment. It suggests that greater employer awareness, sensitivity and management will help working women who are going through menopause.
This paper recommends four strategies; creating a supportive culture which allows staff to feel comfortable in disclosing health issues, reducing work-related stress, reviewing workplace temperature & ventilation, utilising flexible working and providing cold water and toilet facilities.
In 2016, a review of research concerning menopause in the workplace found that there was lots of evidence showing menopausal symptoms can have an impact on women’s working lives. The physical workplace factors (e.g. temperature and design) and psychosocial factors (e.g. perceptions of control, work stress, etc) influence the menopausal symptoms experienced by women.
The principal recommendations from this review are to provide information & support, training for management, risk assessments and suitable adjustments to the physical & psychosocial work environment. This further supports the idea of employers making reasonable changes in the workplace to help women who experience menopausal symptoms.
ACAS (the Advisory, Conciliation and Arbitration Service) have published guidelines for menopause at work, with the aim of helping employers and managers support their employees - These include:
Suitable Health & Safety Checks - for example, whether toilets are easily accessible, temperature & ventilation, uniform and cold drinking water.
Menopause Policies & Training - ensuring managers, supervisors and team leader s know how to have a conversation about menopause, how menopause can affect female colleagues, the law regarding menopause and adjustments that can be made.
Giving the Option of Someone Other Than Their Manager to Talk - If an employee feels uncomfortable talking about personal issues, they should have the option an alternative person who has been trained in this area (e.g. union reps, work counsellor, etc)
Managing Sickness Absences - It needs to be handled sympathetically, workers should be given time to adapt to changes.
Consider a Menopause Champion - This staff member can act as a point of contact for employees and managers who need advice or support.
These guidelines emphasise that employers should handle the topic of menopause sensitively, stating that by 2022 it is forecast that one in six working women will be over 50 - Good workplace menopause management will help with recruitment and retention of staff.
If you or any of your colleagues are struggling with the symptoms of menopause or perimenopause, please seek help!
Talking with your GP or organising an occupational health appointment can help to inform and alleviate symptoms, making both your personal and working life easier.
VitalityHealth members with a Personal Healthcare, Business Healthcare or Corporate Healthcare plan will get access to Peppy, an app-based digital health platform, from early 2021. Bupa is also launching next year additional support for Menopause and Aviva last month provided Peppy for their employees.
This is really good news for the corporate wellbeing industry. Health cash plans do currently support employees who are experiencing symptoms, information on how you can support your employees then contact us by using the button below.