Menopause in the workplace - why support matters
The 50Plus Choices Employer Taskforce made up of representatives from key business organisations responded to a request by the Minister for Employment, Mims Davies MP, to take a deep dive into menopause as a workplace concern.
Menopause and Employment: How to enable fulfilling working lives was published in December 2021.
The background
With 25% of women considering giving up work as a result of the impact of menopause symptoms, the report focuses on how best to make women’s workplace experience fulfilling and tenable so that employees are enabled to work for as long as they need and want to.
Whilst the over 50s are the fastest-growing cohort of the UK workforce, sitting alongside this statistic is the fact that the average age for a woman to go into menopause is 51 (but often much earlier). For many women, and some members of the trans and non-binary community, menopause brings a slew of physical and psychological symptoms that can have a debilitating effect, resulting in an early and unplanned exit from
Why does menopause workplace support matter?
Many of the reported 1 in 5 women, often in their 50s, who reduce their hours or even leave work because of menopause symptoms experience a negative impact on their financial well-being, both in the short-term with reduced income, and in the long-term as their pension contributions aren’t fully met. A ticking time bomb for this demographic.
What can be done to keep and support staff going through menopause?
The report made three key recommendations, to allow employees to remain, progress, and develop in the workforce:
The government should make menopause support a workplace and employer priority, reflected and recognised in workplace practices.
Open and supportive conversations need to be taking place within the workplace helping to normalise menopause, plus awareness-raising strategies highlighting the impact and signposting workplace support.
Recognition of menopause as a universal stage of life for every woman with government, employers and wider society working together to bring about changes to work practice and effective support.
What’s next?
Building on recent developments, the future is looking more promising! This year we can expect:
A Women and Equalities Commission report on how government policy and workplace practices can improve the working experience of those going through menopause and reduce workplace discrimination.
The NHS ‘Menopause Pathway Improvement Programme’ will continue to develop optimal care pathways, and develop strategies to retain the 77% of the skilled workforce who are female.
A UK-wide Menopause Taskforce will be created to explore how women going through menopause can be better supported both within the healthcare system and the workplace. Later this year, the government will announce its strategy outlined in the December 2021 report, Our Vision for Women’s Health Strategy for England.
We work with businesses to help them understand the implications of menopause and offer practical support and information on how to best support their people. Our e-learning and live workshops help to start vital conversations, from the top down, helping to create a listening&supportive culture.
Please drop us an email at business@positivepause.co.uk if you’d like to find out more!
January 2022
