Supporting employees experiencing menopause symptoms at work is critical for any employer wanting to attract and retain talented people into their company. It is also the right thing to do, and for many women, action and attention when it comes to this potentially debilitating life stage, is welcomed with open arms.
For those either in or approaching menopause, this natural life stage signals the closing of their fertility window, with ovulation and periods ending usually between the ages of 45 and 55 years old.
The average age to reach menopause is 51, and while some sail through the experience with barely a hot flush, others are troubled by symptoms that impact their professional lives.
Research suggests those with serious symptoms take an average of 32 weeks of leave from work.
Menopause survey results
In June 2023, Reed conducted a snap survey of 1,000 employed women in the UK, aged 45-54, who are experiencing the menopause. We looked to discover what their employers currently offered in terms of menopause support and what they felt would help them feel more comfortable when experiencing symptoms of menopause in the workplace.
When questioned whether they felt their symptoms affect them at work physically, 74% agreed – while a shocking 77% felt their symptoms impact them mentally.
And while 44% state they are comfortable talking to their employer about menopause, an almost equal number – 42% – are not, suggesting more needs to be done to support workers. According to the survey, 46% of people said their employer does not have a menopause policy in place, while 28% didn’t know.
These statistics show the scale of doubt and uncertainty among workers and indicate how much employers need to do to instil confidence.
Improving support and understanding
With women making up nearly half the UK workforce, improved education and awareness of menopause at work is essential. Our eBook will help you understand the potential biological and psychological pressures women face at this stage of life as they try to undertake their work to the best of their ability. It promotes open discussion for all employees to break taboos, shape policy and change perceptions, and encourages use of clear signposting to internal and external resources and support.
Above all, empathy and understanding are key to creating an inclusive workplace that is respectful of women’s health needs and dedicated to supporting this invaluable workforce demographic.
Our eBook, ‘Menopause: how to support your employees’, provides insight from top experts in the field including:
Janet Lindsay, CEO, Wellbeing of Women
Jenny Haskey, CEO, The Menopause Charity
Dr Louise Newson, GP and menopause specialist and Founder of the balance website and app, The Menopause Charity, and Newson Health Menopause Society
By downloading this eBook, you will discover:
What is menopause?
Who is affected by menopause and when?
What are the symptoms?
What are the current treatments?
How should we discuss menopause in the workplace?
Impact of menopause in the workplace
How to support menopausal employees
What should menopause work policies include?
Showing you care: organisational commitment
How else can employers offer menopause support in the workplace?