Menopause in the workplace is a bigger issue than ever, so why aren’t we talking about it? 

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According to professional body CIPD, women over the age of 50 are the fastest growing group in the workforce and yet the topic of menopause at work is still often shrouded in stigma. 

Clearly, it is important to address the organisational workplace culture and the first question to ask is: ‘Do the company’s employees have the necessary support when it comes to dealing with menopausal symptoms in the workplace?’ 

Sadly, right now that appears not to be the case in many businesses. 

Research by the CIPD shows that three in five women between the ages of 45 and 55 who are experiencing menopausal symptoms say it has a negative impact on them at work. 

Menopausal symptoms such as hot flushes, brain fog and irritability can impact the ability of a person to perform to their usual standards at work, and feeling comfortable in the workplace environment can become challenging. 

Obviously, employers cannot prevent the negative symptoms caused by the menopause, but they can make adjustments to ensure that people experiencing these symptoms have the appropriate support. 

One of the biggest challenges for people going through the menopause at work is the lack of understanding and stigma that goes along with the subject. According to Ageing Better “many employees do not want to disclose their difficulties to their line manager or within the wider organisation, especially if they are male or younger, in case they do not understand or are unsympathetic.” 

From a governance perspective, employee wellbeing is key to ensuring a business is being run ethically and the board should work in tandem with the Company Secretary to ensure not just regulatory and workforce compliance but also that the right company culture is embedded across the business. 

Employees should feel that they are in a safe, transparent, and inclusive environment and the first step in achieving this is to ensure that the necessary lines of communication and frameworks are in place to deal with sensitive issues like menopause. This is an important step in building a solid foundation for employee wellbeing. 

Failing to support menopausal people in the workplace is not only a wellbeing and moral issue, it also arguably falls within the remit of ageism and can cause many issues within the workforce. According to the CIPD, 30% of the women they surveyed admitting to taking sick leave due to their symptoms and only a quarter of those people disclosed the true reason for their leave. 

The reasons for not sharing varied from a need for privacy to embarrassment and unsupportive managers. 

The research also showed that women experiencing the negative side effects of menopause in the workplace are more likely to leave their jobs, take sick leave, struggle to perform and fail to disclose their problems due to stigma. All of these things can be helped by providing the proper support, leaving companies with a happier, inclusive workforce and helping to retain valued team members. 

“It’s not just the stigma or the taboo surrounding it, but how personal menopause is,” says Tolulope Aluko, Consultant, Bridgehouse. “A few years ago, it wasn’t even something I related to, even though my mum had spoken to me about her own experiences. I haven’t fully experienced the ‘changes’ yet but I am learning, adjusting and welcoming this new phase of my life. I understand women who mourn the loss of their identity – who don’t feel quite like they used to – and that’s why it’s so important that employers and fellow employees understand what it means to be menopausal and provide the right level of support whenever and wherever it’s needed.” 

We asked HR expert Stephanie Buck what her advice would be to organisations wishing to be support menopausal people in their workforce, she said: 

“As HR professionals, it is imperative that that we recognise that the menopause is an issue that is affecting a large proportion of our workforce. This is a subject that for years has been avoided or simply ignored. 

“The biggest tool to help break the silence and equip businesses to support their staff is awareness. If our employees are left unsupported during the ‘change’, the effects on both the business and the individuals can be significant – some of these include disengagement, loss of productivity and increased absenteeism. 

“A good place to start is to build awareness of the symptoms of menopause along with the treatments and side effects of the treatments. This will enable hiring managers and HR professionals to talk openly and honestly about the challenges that menopause presents, rather than allowing misconceptions or awkwardness to create barriers. 

“So, as our workforce – which is 47% women – ages, organisations should be thinking about the support structures that they have in place. It is important that menopausal employees are enabled to continue to be engaged and productive members of the team. Increased awareness will give female employees the confidence that they will be considered and taken seriously when they are experiencing the symptoms of menopause.” 

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