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It can be difficult for women to open up about the menopause, especially in the workplace. This can cause many individuals to experience difficult symptoms in silence.
Six out of every 10 women feel that their menopause symptoms have had a negative impact on their work and 47 per cent who needed time off due to symptoms said they wouldn’t tell their employer the real reason.
The stats show why businesses should encourage open conversations to better support employees who are experiencing menopausal symptoms for a better working environment.
Knowing the facts and understanding how menopause affects women will give managers more confidence to discuss any issues with their employees. It’s also crucial to raise awareness for women who may still be learning about menopause themselves, as well as staff offering support to their colleagues.
What is the menopause?
A woman’s oestrogen levels fall, and she stops having periods at the menopause. During perimenopause, which is the time leading up to menopause, hormonal changes can cause several physical and psychological symptoms which can last several years. Some may experience mild or no symptoms, whereas others may have severe symptoms – which can change over time. These symptoms can impact an individual’s performance and attendance at work.
Most women in the UK go through the menopause between the ages of 45 and 55. Early menopause can affect women aged 40 to 45 and premature menopause before the age of 40. Premature menopause may occur because of surgery or medical treatments. Transgender, non-binary and intersex communities can also be affected by the menopause. Symptoms can also vary among different ethnic groups.
What are the symptoms?
The common menopausal symptoms include:
- Hot flushes (in the face, neck, and chest)
- Aches and pains
- An urgent or frequent need to urinate
- Irregular or heavy periods
- Poor sleep and night sweats
- Poor concentration, memory issues and inability to think clearly – ‘brain fog’
- Mood changes, such as feeling low or anxious.
Menopause symptoms can make it harder for women to cope at work, so support and understanding are essential. The menopause also comes when women may be going through other life events, which can add to the stress.
How businesses can support employees
Businesses should treat menopause in the same way they treat any other ongoing health concerns affecting employees while ensuring it’s treated with care and sensitivity. However, menopause affects people differently, so it’s important to treat employees as an individual.
1. Raise awareness of the menopause
Raise awareness in the workplace to educate all employees about the key menopause symptoms and how these can affect women at work. This can help challenge any negative attitudes and discrimination.
2. Review, update and create policies
Update existing health and safety and wellbeing policies or create new ones which recognise menopause. You can also review flexible working and sickness absence policies to ensure they cover menopause.
3. Open up conversations
Employees need to know there is help and support readily available. Make it clear to employees who they can speak to if they’re experiencing menopausal symptoms and offer alternatives to ensure they are comfortable with the person they are discussing it with.
Regular, one-to-ones can encourage employees to discuss any issues, including health concerns. These should take place in private, ensuring conversations remain confidential and information is only shared with their consent.
Don’t offer medical advice but do offer support. You can suggest an employee speaks to a GP if menopausal symptoms are affecting their daily life.
4. Be practical
A workplace assessment can help to ensure menopause symptoms are not made worse by working practices or the environment. This can help line managers identify and implement changes which could help ease menopause symptoms for employees while at work.
It’s also beneficial to consider adjustments which can provide employees with the most comfortable working environment – such as adjusting air conditioning or ensuring their desk is set up correctly to help reduce aches and pains.
5. Be flexible
If you notice an employee’s performance has dipped or they have taken time off for sickness, check whether there are any underlying health issues, including menopause.
Support for all your team
Provide information and evidence-based resources to your employees to address any gaps in their knowledge about menopause. Training managers to show empathy and understanding, while being confident about having sensitive conversations, can help provide support to employees. Menopause can be an issue for everyone, as individuals may want to learn more to support friends, family, and colleagues.
Tips for championing menopause in the workplace
- Create a dedicated ‘menopause champion’ role in your business
- Arrange menopause training and workshops
- Display posters to let employees know the support available
- Conduct health and safety risk assessments
- Create an informal support network for staff
To support line managers in your business, download our Menopause Toolkit, which they can use to help employees navigate their menopause journey.
The post Five ways businesses can support employees through the menopause: Bupa appeared first on Corporate Adviser.
