Effective Strategies for Menopause Support in the Workplace

Properly supporting menopause in the workplace is a long-term, company-wide project. From menopause education to creating a policy, here are six steps to success

We all know someone who has gone through, will go through or is going through the menopause - but what do you really know about how menopause affects those affected, or how to create better menopause support in the workplace?

Reproductive health is still a taboo subject in the workplace, yet the effects of menopause can affect performance. According to a 2023 CIPD study, an estimated 1.2 million people in the UK have had their careers negatively impacted by menopausal symptoms.

With only 40% of women aged 50-64 in the UK in full-time employment (compared to 66% of men in the same age group), the lack of comprehensive support for women going through menopause in the workplace undoubtedly has a significant impact on employers' ability to recruit and retain older women.

Below we explain what menopause is, common symptoms employees may experience, and how employers can offer better menopause support in the workplace. This blog post should not be taken as medical advice. Please consult a medical professional if your menopause symptoms are unmanageable or affect your quality of life.

What is menopause?

This is when the menstrual cycle stops because the ovaries stop producing eggs. When discussing menopause support in the workplace, it's important to be clear about the different stages of menopause:

• Perimenopause: the period when symptoms of menopause appear but periods are still ongoing
• Menopause: a person reaches menopause (and perimenopause ends) when they haven't had a period for 12 months. Menopause can happen naturally (usually in women between the ages of 45 and 55, but can happen much earlier) or for medical reasons (such as after a hysterectomy).
• Postmenopause: any time after menopause

Perimenopause and menopause are natural processes that affect all people who menstruate (women, trans men, and non-binary people) as estrogen levels in the body drop. Although the average age at which women reach menopause in the UK is 51, it can occur at any time once the menstrual cycle begins. According to the Daisy Network, early menopause begins before the age of 45. If menopause occurs before the age of 40, it is known as premature ovarian failure (POI). Around 5% of the UK population experience spontaneous (natural) menopause before the age of 45.

What are the symptoms of menopause?

Symptoms of perimenopause vary from person to person – there is no ‘standard’ experience. They can include:

• Cognitive and psychological symptoms such as anxiety, brain fog, depression, mood swings and irritability
• Vasomotor symptoms such as hot flushes and night sweats
• Genitourinary problems such as incontinence and urinary tract infections (UTIs)
• Musculoskeletal problems, such as sore joints and a decrease in bone density
• Digestive problems
• Fatigue
• Sleeping difficulties
• Sensitivity to noise
• Dizziness
• Headaches

The wide range of symptoms and their duration can make it difficult for menopausal women to stay in work without adequate support. According to a 2023 NHS guide, three quarters (77%) of women experience menopausal symptoms; a quarter of these women classify their symptoms as ‘severe’. Almost two-thirds (69%) experience anxiety or depression related to menopause, 84% have trouble sleeping and 73% experience brain fog.

How long do menopausal symptoms last?

The length of menopausal symptoms varies from person to person; some symptoms may last just a few months, while others may persist for a few years. You may also find that your symptoms change over time.

Is menopause a disability?

It depends on the severity and impact of the symptoms. The Equality and Human Rights Commission (EHRC) stated in February 2024 that menopausal symptoms can be considered a disability if they have a “long-term and significant impact on a woman’s ability to carry out everyday activities”.

If a person’s menopausal symptoms are considered a disability, the employer has a legal obligation to make reasonable adjustments. In addition, the employer must not directly or indirectly discriminate against the woman or subject her to discrimination on the basis of her disability.

The EHRC’s guidance also notes that women who experience menopausal symptoms “can also be protected from direct and indirect discrimination, as well as harassment and victimisation on the basis of age and gender”.

Legal obligations are only one compelling reason to offer appropriate menopause support in the workplace. Health and safety considerations and moral obligations must also be considered.

What should a menopause policy in the workplace include?

Jo Fuller, founder of The Merry Menopause, recommended in a webinar with IceHrm in October 2023 that companies create a specific menopause policy separate from their existing sickness absence policy.

"Your policy should guide managers and employees and provide practical support," Fuller said. "It should also be easily accessible, well signposted and regularly updated.

Fuller also recommended that policies should cover menopause-related sickness absence “so that you are not unfairly penalizing someone who is experiencing persistent symptoms,” and that reasonable adjustments should be made to allow someone experiencing menopause symptoms to continue to work to the best of their ability.

Six tips for better menopause support in the workplace

If you really want to make a difference, you need to take a multi-faceted approach to menopause support in the workplace. Here are six ways to get started.

1.Create a menopause policy in the workplace

The first step to better menopause support in the workplace, as mentioned, should be to create a policy. Many companies overlook this fundamental pillar – in fact, 50% of women over 45 surveyed by Perspectus in 2023 said there was no menopause policy in their workplace; a further 40% have “no idea” if there is.

Make sure the introduction of the policy is well communicated to all employees, regardless of gender, age or career seniority. The policy should be easy to find, regularly reviewed and updated and ideally be part of the policies your employees are required to read and accept. For example, IceHrm's HR software allows you to issue policies (including updated versions) and ask employees to accept them digitally. You can then generate reports on who has read and accepted certain policies and when.

2.Offer reasonable adjustments and more flexibility

Menopause is covered by the Equality Act 2010, so your company should offer reasonable adjustments for those experiencing symptoms.

The Society for Occupational Health suggests:

• Check the temperature and ventilation in the workplace. Offer desk fans and the option to move the workstation near an opening window and/or away from a heat source.
• Ensuring access to cold drinking water
• Comfortable washrooms and changing facilities
• Flexibility in clothing, such as thermally comfortable fabrics and optional layers
• Providing rest areas and rooms to move around in during breaks, as well as a quiet room to help ease more severe symptoms

Flexible working and remote working can also help. Remember that people struggling with menopausal symptoms such as brain fog, sore muscles, heavy bleeding or migraines may need extra breaks or time away from the desk to manage their symptoms. Working from home can be especially helpful. For those who are really struggling with symptoms, reducing hours or working part-time can help keep them on board - and help your company retain all their knowledge and experience.

Also, consider how technology can help. Recording online conversations and creating an automatic transcript (a feature available in platforms like Microsoft Teams) can help those struggling with brain fog keep track of conversations and tasks.

3.Provide workplace menopause training for all employees.

One of the reasons why support for menopause in the workplace is often inadequate is due to a lack of awareness and education. That's why it's important to provide workplace menopause training for all your employees, regardless of gender, age or seniority. Comprehensive training also helps protect your business from legal risk: in October 2023, for example, an office manager was awarded £37,000 by an employment tribunal after being harassed and unfairly dismissed in relation to the menopause.

To make a difference (and reduce risk) for your employees, use a training provider you can trust. Marshall E-Learning, part of the IceHrm Group, offers a comprehensive menopause e-learning course suitable for all employees. The module helps break taboos and educate your employees about the impact of menopausal symptoms and how managers can support their employees.

4.Create an inclusive culture

One of the best ways to support menopause in the workplace is to break the stigma around the topic and create an inclusive culture. If you have already created a policy and provided training, you are well on your way to achieving this.

But more informal efforts can also make a big difference. Casual conversations about the topic - whether in person or virtually - can help colleagues connect with others who are going through similar struggles, share advice, and feel less alone and better understood. These conversations can even evolve into more formal support networks or even buddy systems. At IceHrm, for example, we recently launched a monthly 'Meno Coffee Chat' where staff meet both virtually and in the office, as well as a dedicated Microsoft Teams chat where staff can share stories and tips on managing symptoms.

5.Promote health-related benefits

Some women report waiting months for treatment for menopausal symptoms on the NHS, so if your company offers health and well-being benefits, make sure they are well publicised and used. For example, some healthcare providers offer access to GPs - any time of day or night - who can prescribe medication such as HRT. Others even offer access to women's health specialists.

Health insurance plans can also help pay for free treatment for menopausal symptoms such as headaches and muscle aches, or help with anxiety or depression.

6.Use HR software to track and report on menopause-related absence

You probably already report on the general level of sickness absence in your company - but do you know how the menopause affects your employees and their ability to work? IceHrm's absence management software allows you to define your own sickness absence categories, so you can accurately report on the frequency of menopause-related absence. IceHrm's HRIS system also allows you to set up return to work (RTW) interview forms, guiding managers through the RTW process and prompting them to consider whether reasonable adjustments are needed to keep employees healthy and fit at work.

Effective menopause support in the workplace is an ongoing project

To provide good menopause support in the workplace, it is not enough to create and issue a policy and insist on mandatory training. Providing effective support requires cultivating an open, inclusive culture and breaking down the taboo of talking about menopause. HR software plays a key role in this - helping you identify the extent of menopause-related absence and supporting your leaders to have effective conversations.

If you're looking for an HR solutions partner who understands how to help you leverage the data in your HR system and help you create a supportive workplace culture through standard eLearning courses, then look no further than IceHrm.

Effective menopause support in the workplace involves ongoing education, policy creation, and fostering an inclusive culture. Tools like IceHrm's HR software can assist in tracking, training, and providing necessary adjustments to create a supportive environment for all employees.