As many women, trans and non-binary folk are choosing to work into later stages of their life, along with the retirement age increasing, many are finding themselves going through the menopause in the workplace.
Despite 51% of the UK workforce being women, most organisations fail to acknowledge the menopause and how it can affect performance and ability.
This has led to many individuals struggling to cope at work and considering leaving employment.
What are the symptoms of menopause?
Menopausal symptoms affect anyone with a uterus including those who identify as trans or non-binary. It occurs when oestrogen levels decline and an individual has experienced 12 consecutive months without a period.
The menopause usually occurs between 45 and 55 years and symptoms can last up to 10 years. 45% of individuals will find these symptoms hard to deal with.
There are three stages to menopause:
- Peri-menopause
- Menopause
- Post-menopause.
Symptoms vary depending on which stage you are in but may include: loss of period, headaches, anxiety, hot flushes, weight gain, sleep disturbances, joint and muscle ache, hair loss, urinary problems and poor concentration.
Experience of the menopause varies from person to person and symptoms may range in severity.
How does menopause affect ability in the workplace?
A 2017 study conducted by the British Menopause Society (BMS) found that the menopause is still a ‘taboo’ subject in the UK. Many feel that their health is disregarded and in some workplaces the menopause has been reported to be treated as a joke.
Many find they lose confidence in their own ability, have low energy or faltering concentration due to sleep disturbances and end up reducing their hours as a result.
The menopause may affect work relationships due to increased levels of anxiety and fatigue. Plus, managing symptoms can mean that individuals miss out on promotions and training, which subsequently adds to the gender pay gap.
What can an employer do to support menopause in the workplace?
Menopause is undeniably a workplace issue. Organisations that fail to recognise this will not only risk losing their talent, but may also face legal action.
The menopause is covered under the Equality Act 2010 through age, sex and even disability discrimination. It is also covered under the Health and Safety Act 1974 which requires employers to make adjustments for everyone’s health, safety and welfare in the workplace.
Education is a great starting place. Ensure managers are educated on the menopause and how it can affect their staff. Encourage regular conversations about the menopause, involving all ages and genders, to create open communication and a changing workplace culture.
Create a menopause policy to cover health and safety, sickness, absence, flexible working and performance management. Creating this policy will demonstrate a commitment to your employees and will ensure all employees going through the menopause feel fully supported.
Pull together resources which can be used to signpost and educate individuals. These resources can be shared on intranets or any internal method of sharing communications.
Take a look at:
- Menopause Matters
- NICE Guidelines
- Henpicked: Menopause in the Workplace
- Information on the NHS website.
Speak with an Employment and HR Solicitor
Creating a menopause policy and educating employees can be complex and it is important that you get it right.
Our Employment and HR Solicitors are specialists in their field and will work closely with you to understand your business, your employees, and where you can make improvements to their life at work.
Give us a call today on 0161 969 3131 or fill in this contact form and we will be in touch.