We need to talk about menopause. As more and more women enter the workplace in full-time and part-time employment – a 2022 study found that the number of women in work was 1.47 million higher than ten years previously – it’s never been more important to prioritise and fight for menopause policy.
We have seen changes come into place. Spain became the first European country to introduce paid menstrual leave as law, alongside Japan, South Korea, Zambia and Indonesia. In the UK, we’ve seen the formation of a Menopause Taskforce, comprised of ministers and senior clinicians, that is meant to challenge the taboos around menopause conversations and increase access to treatment. But the Government’s response to the Women and Equalities Committee’s report on menopause in the workplace was called “glacial”, with suggestions that it’s still not enough of a priority.
"When menopause is experienced by a woman in silence, it may grapple with feelings of isolation and uncertainty."
These issues have bled into the workplace. According to research, 1 in 5 women believe that their employer doesn’t support menopause at all, and over half (57%) of women believe that they have or might be held back at work by it. The stigma around talking about women’s health-related issues – in the workplace and out – plays into this issue, with one in five women reporting feeling uncomfortable talking to anybody about it.
This affects our mental health – 77% of menopausal or perimenopausal women are affected mentally at work.
“When menopause is experienced by a woman in silence, it may grapple with feelings of isolation and uncertainty,” career coach Ani Naqvi explains, adding that a lack of support in the workplace can “detrimentally impact job satisfaction and overall wellbeing, potentially leading to increased absenteeism and decreased productivity”.
Due to the number of menopausal people (and those who will go through it during their career) and shifts in how we work becoming more progressive, it’s never been more important to encourage conversations about it in the workplace. After all, menopause isn’t limited to a certain age group – it can affect all ages within the workplace, as medical menopause can occur earlier due to surgery like hysterectomy, chemotherapy or hormonal treatments, and 5% of women go through early menopause before the age of 40. So deeper understanding and conversations about it and how it can impact our ability to work is crucial.
"At the end of the day, people vote with their feet – if an employer isn’t menopause friendly, they are highly likely to lose valuable staff to a competitor who is."
Ani says that in order to address menopause in the workplace adequately, we need to cultivate “a dual approach involving policies and cultural attitudes”, solidifying change through a shift in how we think as well as how we work. In order to ensure a positive and inclusive workplace for women of all ages, Ani states we also must “openly address menopause and foster a culture of transparency”. “This approach not only boosts employee morale but also plays a pivotal role in enhancing retention,” she says.
According to research by the International Menopause Society, 68% of job seekers actively seek information about a company’s menopause policy, so not only is it important to employees’ day-to-day well-being and productivity, it benefits a business in terms of retaining current employees and employing the best new talent.
“At the end of the day, people vote with their feet – if an employer isn’t menopause friendly, they are highly likely to lose valuable staff to a competitor who is,” Deborah Garlick, founder and CEO of Henpicked: Menopause In The Workplace, a community and organisation providing training around menopause awareness in the workplace, says.
Ani calls both flexible working arrangements and menopause leave “crucial steps in recognising and addressing the unique needs of women in the workplace”, while Deborah adds that what makes a good menopause policy will differ from workplace to workplace according to each employee’s needs, but there are many benefits that should be considered.
“Being aware of temperature control, allowing people to sit near good ventilation and allowing quiet breakout areas where they can go when they need,” she suggests. “Allowing flexible hours can help people manage fatigue or if they've had a sleepless night. Allowing people to work from home on those days when getting into the office feels much more difficult also helps.”
In order to improve conditions for menopausal people in the workplace, a more holistic view is needed when it comes to female health. Ani suggests that we must advocate for “a comprehensive array of measures that address the unique challenges women face”, including paid pregnancy leave to support women through critical stages of motherhood and recognising menstrual pain leave, as well as the impact of menstrual pain on productivity. All of these benefits and allowances, she says, will create a more supportive work environment for all.
A shift towards a more supportive and understanding attitude towards menopausal people – and the policies that come with this – will also benefit others outside of the workplace, as well as future generations.
At Henpicked, Deborah and her team provide menopause training and toolkits to workplaces, and she describes how far-reaching these learnings are. “We often hear from employees that what they learned at work enabled them to help partners, family members and friends as well,” she says. “The work that employers are doing today will make it easier for generations to come. How wonderful would it be if the children of older millennials entered a workplace where menopause was acknowledged, understood and supported without hesitation or embarrassment?”
Combining a shift in cultural attitudes and firm implementation of menopause-friendly policies in the workplace would encourage equality, prioritised well-being and empowerment for all employees.