It’s International Women’s Day, and here at Sarsen Health we are taking the opportunity to highlight how employers can support women struggling with the menopause in the workplace. Though the media is currently awash with statistics and opinions, what does it all really mean, and how can we help those going through it?

The Facts

A study by the British Menopause Society found that:

  • 75% of women in the UK say the menopause caused them to change their lives
  • Over 50% say the menopause has had a negative impact on their lives
  • 45% of women feel their menopause symptoms have had a negative impact on their work
  • 47% of those who needed to take time off work due to their menopause symptoms felt they couldn’t tell their employer the real reason for their absence
  • Over a third of women said the menopause had impacted their work life

Almost a third of women suffer from severe menopause symptoms, to the point it impacts their quality of life. For these women, trying to manage symptoms in the workplace can be a struggle. Many women feel embarrassed, and fear the stigma should they disclose what they are going through.

The most common menopause symptoms to impact on work include: poor concentration, tiredness, poor memory, low mood and low confidence. Struggling with hot flushes at work has also been linked to women feeling a greater need to leave their job.

This week the Government has appointed the first Menopause Employment Champion to improve workplace support – read more about that here. The current conversation around the menopause is a positive step towards reducing the stigma for those suffering, but how can we proactively support women?

Supporting Women in the Workplace

As always, here at Sarsen Health we believe a strong focus on health promotion is key, and a great way to start the conversation with your employees. Employers should be particularly mindful of women working long shifts, or in roles that don’t offer much flexibility. Some helpful tips to support women in the workplace include:

  • Carrying out health and safety checks, including risk assessments, making adjustments where possible.
  • Training managers to have the confidence and knowledge to both talk and listen sensitively to staff.
  • Develop a menopause policy, covering what support is available, and a point of contact for staff. This could be included in a review of your company’s flexible working policy, absence management policy, or diversity and inclusion policy.
  • Managing sickness absence – the menopause affects all women differently, and the symptoms can be long term. Should you wish for further advice on adjustments to help your employee, our experienced team would be able to help through a management referral (you can read more about this process here).
  • Whilst the menopause is a normal process, it can present some complex and challenging symptoms, or even coexist with an underlying health condition. In such cases, a referral to Occupational Health for formal advice on adjustments and support would ensure the appropriate range of support for the employee.

If you have an employee struggling with the menopause, get in touch today to see how we can help you to support them in the workplace.

For further information and resources about the menopause, take a look at this page by Women’s Health Concern.