Education on the impact of menopause on women is crucial in the workplace to create a support network for colleagues, alongside the additional benefit of being able to take learnings and apply them to life at home.
Menopause affects everyone, particularly if we don’t recognise the symptoms in colleagues, partners and family members.
Linda Wallace, Director of Wesleyan Financial Services, said in relation to Menopause Awareness Month: “The awareness and attitudes towards menopause are changing for the better.
“Many women in the workplace continue to work while trying to deal with often debilitating symptoms. A good work environment will aim to become more open and understanding, helping women feel less isolated and more valued at work.”
There is always a challenge to recruit and retain the best candidates and colleagues so here are some ways to help foster the best work culture by improving your understanding:
What is menopause?
Menopause in women involves the ovaries ceasing to produce hormones namely oestrogen and progesterone. Menopause is considered to have occurred when there has been no period for 12 months, more commonly experienced in women over the age of 40.
For a small percentage of individuals, menopause occurs earlier than the age of 40. This can arise naturally but may also result from medical or surgical interventions. This is known as premature menopause.
Prior to menopause, many women experience issues and symptoms associated with menopause and this is known as peri-menopause.
Whilst it’s predominately known that women are affected by menopause, it’s important to remember trans and non-binary people also go through menopause. Additionally, some men may need additional support whilst their partners go through menopause.
What are the symptoms?
Menopause affects everyone differently; some people have minimal or even no symptoms and others have very extreme and debilitating symptoms.
Individuals can experience symptoms for 4 to 5 years and in some cases can continue longer. Common symptoms that are experienced are:
• Hot flushes – short, sudden feelings of heat, usually in the face, neck and chest, which can make skin red and sweaty.
• Night sweats – night sweats and sweating can be so severe that night clothes and bedding are soaking wet, even though the sleeping area is cool.
• Sleep disturbances/difficulty sleeping – sometimes because of hot flushes and/or night sweats, or because of the anxiety felt during menopause. This may lead in turn to fatigue, irritability, loss of concentration, and/or forgetfulness.
• Mood disturbances – including low mood and increased susceptibility to anxiety, which can also lead to tiredness.
• Problems with memory and concentration (also referred to as brain fog).
• Heavy periods– and some periods may last longer. Periods are usually irregular and harder to prepare for.
• Migraines and headaches.
• Urinary problems – recurrent urinary tract infections (UTIs). Many feel an urgent need to pass urine or to pass it more often than normal.
• Palpitations – heartbeats that suddenly become more noticeable.
• Joint stiffness, aches and pains.
• Reduced muscle mass.
• Skin irritation.
What can you do to support individuals?
Many individuals are uncomfortable talking about menopause, but there is evidence that supports the fact that menopause can have a significant impact on attendance and performance in the workplace. It’s therefore important that people managers and colleagues are familiar with the signs and symptoms of menopause. Not just for menopause, but as general best practice managers should seek to establish an environment where employees feel comfortable about issues that are affecting them.
It’s important that you listen to colleagues, respond in an empathetic manner and, wherever possible, respond to any requests for any reasonable requests for adjustments at work.
The following list contains examples which may be considered to support individuals in managing menopause in the workplace, although it’s not exhaustive and you may need tailored support measures in place:
• Flexibility of working hours and working arrangements i.e. adjustment to start and finish time or rota on to later shift patterns.
• Encourage open conversations if someone is having troublesome symptoms at work.
• Flexibility around taking breaks and allowing an increase in breaks during the working day.
• Improvements in workplace temperature, ventilation and access to desk fans.
• Better access to informal and formal sources of information and support.
• Challenging negative expectations about menopause and stereotypical attitudes towards mid-aged and older women.
• Encourage and promote self-wellbeing.
• Phased return to work if symptoms lead to periods of absence.
It’s important to recognise that people experiencing menopause, directly or indirectly will be affected in different ways and may not want to discuss the matter. However, any conversations that take place should always be confidential.
Post-menopause
Due to decreased hormone levels following menopause, individuals may still suffer from symptoms like hot flushes. Additionally, they become more prone to other underlying medical conditions like osteoporosis and heart disease so there may be a need for further support and management of individual cases.
Associated Legislation
The Health and Safety at Work Act (1974)
The Equality Act (2010)
Useful Links
www.nhs.uk/conditions/menopause
https://www.nhs.uk/conditions/early-menopause/
https://www.menopausematters.co.uk/
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