Menopause in the Workplace | A Health & Safety Issue?
Why is menopause a health and safety concern?
As a natural process for almost every woman, (usually but not exclusively, between the aged of 45-55), and some members of the trans and non-binary communities, menopause can be a time of significant hormonal changes impacting on physical, emotional, and mental well-being, potentially affecting an individual’s ability to work.
With 400,000 people going into perimenopause and menopause each year, and most likely to be going through menopause in the workplace, it is essential for employers to understand and address the health and safety concerns for this cohort, regardless of sector, role and location.
The Health and Safety at Work Act requires employers to ensure the health, safety, and welfare of their workers. Under Management Regulations, employers are obliged to carry out risk assessments that include any specific risk assessments that include the potential impact of menopause symptoms, so that the working environment does not exacerbate symptoms.
What are some of the issues to consider in a risk assessment covering menopause in the workplace?
Just as there is no such thing as a standard menopause, there is no standard menopause workplace support package. Any support needs will depend on an individual’s symptoms, as well as the sector and role they work in. A shift worker or front-line worker such as police officer, or teaching assistant will need different considerations to someone who is office or home-based, something the newly appointed Menopause Employment Champion, Helen Tomlinson, is addressing through the development of sector-specific best practice.
In the meantime, what should be remembered? Physical symptoms such as hot flushes, one of the most common menopause symptoms, can cause discomfort, fatigue, and disrupted sleep, impacting on a woman's ability to concentrate and perform well at work. Employers can help by providing a comfortable work environment, such as adjustable temperature controls, cool drinking water, and appropriate ventilation. Forty-four per cent of women experience heavy periods in menopause requiring access to toilets and sanitary products whatever their work environment. Where appropriate, flexible work arrangements, such as working from home or adjusting work schedules, can help women manage their symptoms.
The less tangible psychological symptoms such as mood changes, anxiety, depression, and irritability can affect an individual's emotional well-being and relationships with colleagues and clients. Whilst some stress is normal, hormonal changes mean that stress in menopause can be experienced more readily, so it should be considered and addressed using the Health and Safety Executive (HSE) stress management standard.
Employers can help by providing quiet spaces to step away and refocus, signposting mental health resources, such as counselling services and employee assistance programs. Additionally, creating a supportive workplace culture that values open communication and understanding can help women feel more comfortable discussing their menopause-related concerns with their supervisors and colleagues.
Menopause can also increase the risk of certain health conditions, such as osteoporosis and cardiovascular disease. Employers can promote the health and safety of menopausal women in the workplace by encouraging regular physical activity and healthy eating habits. Providing access to on-site or nearby fitness facilities, as well as healthy food options in the workplace cafeteria, can help women maintain good health and reduce their risk of chronic diseases.
What is the HSE guidance on menopause?
In November 2022, the UK Health and Safety Executive updated guidance giving clear direction and toolkits for employers to apply when supporting people with long-term health conditions in the work space – this would apply to workers experiencing symptoms of menopause, covering:
managing absences
having conversations about health and disability
discussing changes to help people stay in work
Finally, it's important to recognise menopause affects individuals differently, and at different times, with some experiencing more severe symptoms than others. Employers can help by offering individualised support based on individual needs and concern, in line with the government’s Women’s Health Strategy which prioritises supporting women’s health in the workplace.
April 2023
Find out how our Positive Pause online training, e-learning and menopause in the workplace support can help your organisation to become a menopause-friendly employer!
