Menopause Support in The Workplace - Why does it matter?
Menopause at work - be prepared!
The average age of menopause is 51, but did you realise, perimenopause, the critical stage before menopause, can begin around the age of 45? And do you know that a significant number of women - 1 in 100 - will enter menopause even earlier, as a consequence of illness or surgery? These women often fall under the radar.
4 million women in the UK aged 45-55 will enter menopause. Eighty percent of these women will experience symptoms in some capacity and 25% will leave work due to the impact of their debilitating symptoms.
Whilst not all women choose to, or are able to have a child, organisations have important statutory employment duties. It’s guaranteed that all women, and some members of the trans and non-binary community, will go through menopause and many will do so whilst in employment. There’s a strong business case for supporting women to remain in the workplace as they go through menopause.
As the pension age rises, so does the need to continue working
Not everyone will want or need support as they go through menopause. However, systems should be placed to offer support if needed for those experiencing menopause symptoms that impact their ability to perform at work.
In March 2021 Vodafone published research into menopause in the workplace. A survey of over 5,000 employees across five countries who had experienced menopause while at work, found:
62% who experienced menopause symptoms said that they had an impact on them at work.
33% of those who had symptoms said they hid this at work, and 50% felt there is a stigma around talking about menopause.
43% of women in the UK who experienced menopause symptoms said they have felt too embarrassed to ask for support in the workplace
64% of women in the UK agree there should be more workplace support for women going through menopause.
How will your organisation benefit from supporting menopause in the workplace?
Increased engagement, loyalty, and retention of this skilled section of your workforce
Reduced sickness absence and employee turnover
Protection from discrimination and potential employment tribunal claims
Supports an inclusive age & gender inclusive workforce
Removes barriers to progression for women and closes the gender pay gap
Reputational benefits for recruitment
What can your business do to support menopause in the workplace?
Creating an environment that’s safe, inclusive & respectful can encourage employees to be open about their health needs. Reinforcing this through meaningful support, organisations will build a culture of empathy. A benefit for women now and in the future as the last workplace taboo is now being properly discussed, and all women will be better prepared mentally and physically to access help in the workplace should they need it.
PositivePause is committed to supporting menopause-friendly workplaces. We work with businesses to help them understand the implications of menopause, offer toolkits to support colleagues, and raise awareness for all employees to confidently talk about menopause.
Our training helps to start vital conversations from the top down, creating a listening culture and empowering people whether for their own experience, or as a partner or in supporting a colleague.
To find out more read: How Can Your Organisation Support Menopause in the Workplace?
