Why Is Supporting Menopause in the Workplace Crucial For Organisations?

A quarter of women aged 45 to 67 years old consider leaving their jobs, according to a survey of 2,000. That’s why businesses are becoming increasingly aware that supporting women through menopause in the workplace is essential.

For an estimated 13 million peri-menopausal or menopausal women, (equivalent to a third of the entire UK female population), it is suggested that 8 in 10 of them will experience noticeable symptoms which could detrimentally impact on their performance and output at work.

Having been such a taboo subject for so long, it is encouraging to see more open dialogue on the subject with many organisations recognising the need to provide more support for women going through menopause in the workplace. However, there is still a long way to go and part of the challenge for many organisations is not really knowing where to start or fully understanding the associated challenges, implications or even opportunities that menopause and peri-menopause can present for women.

So why is supporting women through menopause (and peri-menopause) in the workplace so crucial for organisations?

1. Employee Wellbeing and Health: Menopause is a natural phase in a woman’s life that brings about hormonal and physical changes. For many women, these changes can result in a range of symptoms such as hot flushes, sleep disturbances, mood swings, and decreased concentration. By supporting employees through this transition, organizations can prioritize employee wellbeing and help them maintain optimal health.
2. Retention and Talent Management: Menopause typically occurs during a stage when employees have gained significant experience and expertise. By implementing supportive policies and practices, organizations can retain valuable employees who may otherwise consider leaving due to the challenges of managing menopause symptoms. Retaining experienced talent can save costs associated with recruitment, onboarding, and training new employees.
3. Productivity and Performance: Menopause symptoms, if left unmanaged, can impact productivity and performance in the workplace. By providing support, organizations can help employees manage their symptoms effectively, reducing the negative impact on work outcomes. Supporting employees’ physical and mental well-being during menopause can contribute to higher productivity, improved focus, and better decision-making.
4. Inclusivity and Diversity: Recognising and addressing the specific needs of women going through menopause demonstrates an inclusive and supportive organisational culture. By considering the diverse experiences and life stages of employees, organisations foster an environment that values all employees equally. This inclusivity can contribute to employee satisfaction, engagement, and loyalty.
5. Legal and Ethical Obligations: Organisations may have legal obligations to provide reasonable accommodations and support for employees experiencing menopause symptoms. By proactively managing menopause in the workplace, organisations can fulfil their legal obligations and demonstrate their commitment to creating an equitable and supportive work environment.
6. Employee Engagement and Morale: Supporting employees through menopause can contribute to overall employee engagement and morale. When employees feel supported and understood, they are more likely to feel valued and motivated. This can lead to increased job satisfaction, lower turnover rates, and a positive organizational culture.

Creating a menopause friendly workplace involves implementing practical strategies and supportive measures to address the specific needs of employees experiencing both menopause and peri-menopause.

Download our free practical suggestions for creating a menopause friendly workplace to get you started.

Find out more about how we can help you support individuals with 1-2-1 coaching through menopause, or about our workshops on menopause in the workplace.