World Menopause Day 2024

World Menopause Day is global campaign which takes place on 18 October every year. The purpose of this day is to raise awareness of the menopause and support measures which can be implemented to improve the health and wellbeing of those affected. So, let’s look at what you can do to support your employees!

What is the menopause?

The menopause is a natural transition in a woman’s life, which usually affects women between the ages of 45 and 55 but can happen earlier, with symptoms potentially lasting years. Those symptoms can be both physical and mental; the first of which, typically (but not always) starts with a change to the normal pattern of periods.

Why are we only now just starting to discuss menopause?

Menopause has remained a taboo topic in business for many years, as women have been reluctant to admit they are struggling through fears of being deemed unfit for their role. Times are now changing as employers recognise that women are staying in employment longer and taking on more senior roles. It is, therefore, crucial for businesses to start addressing the challenges their female staff face to maximise and retain their talent.

Statistics show that by talking about it openly, raising awareness and putting the right support in place, we can get to a point where menopause is no longer an issue in the workplace.

Are businesses legally required to provide menopause support?

The Labour Government are keen to increase menopause support in the workplace and as part of their new initiative will be requiring larger organisations to produce menopause action plans. Further details of which will be announced as part of their Employment Rights Bill. Unsurprisingly though, this is an area many employers have already started to focus on regardless of their size or legal responsibilities. This is due to the fact women aged over 50 form part of the nations fastest growing group of workers, it is therefore no wonder we are seeing a rise in discrimination cases citing menopause. This calls for employers to break down the barriers to discussion around menopause to avoid creating a discriminatory culture against middle aged women.

Menopausal women are the fastest-growing workplace demographic

It’s estimated that of the 33m people employed in the UK, nearly 6m of those are experiencing menopause. While the average menopause age is 51, symptoms usually start around age 40, a stage called perimenopause.

Women affected are often at the peak of their professional careers, yet 25% consider quitting their jobs, 14% go part time and 10% actually quit their jobs. 

By raising menopause awareness at work and providing menopause support, we can avoid this.

How does the menopause effect women?

Menopausal or Perimenopausal symptoms vary from person to person but are commonly reported as:

• Insomnia
• Exhaustion
• Joint problems
• Hot flushes
• Brain fog
• Heavy bleeding
• Anxiety and worry
• Difficulty concentrating or focusing

Is the menopause defined as a protected characteristic?

While the menopause itself isn’t currently considered a protected characteristic, in some situations, symptoms can be so debilitating they meet the definition of a disability under the Equality Act 2010. 

In 2024, the EHRC (Equality and Human Rights Commission) published its first menopause in the workplace guidance. 

If menopause symptoms have a long term and substantial impact on someone’s ability to carry out normal day-to-day activities, these symptoms could be considered a disability.

If menopause symptoms amount to a disability, an employer will be under legal obligation to make reasonable adjustments.

How can businesses support menopausal employees?

There are various ways businesses can support employees going through the menopause but one of the key recommendations is to create an open and assuring environment where individuals can choose to talk about their situation without judgement, or fear of losing their job.

Other ways to help:

• Educate managers and staff about the menopause through reliable up-to-date information.
• Create an accessible, well publicised policy or guidance for colleagues and line management.
• Consider reasonable adjustments for employees who are struggling with menopausal symptoms. This could include offering flexible working hours, relaxing uniform requirements, accommodating additional breaks throughout the day and perhaps allowing them to work from home (if their job permits).
• Implement supportive measures such as, access to fans, water coolers and changing facilities
• Include menopause related risks in workplace risk assessments and regularly review this.
• Signpost affected individuals to external help services, such as their GP or an EAP provider.
• Comply with any legal requirements to produce a menopause action plan if your business is impacted by the upcoming new legislation.

Open conversations about menopause

Once you’ve begun to raise awareness, encouraging open dialogue is crucial. Make menopause something that is regularly talked about in the office. Talking about menopause openly helps to normalise the conversation and reduce the stigma attached to menopausal discussion.

Share personal stories

Create a safe space for your employees to share their experiences. Remember, every person’s menopause experience will be different, and hearing diverse stories will show people that they’re not alone, as well as encourage empathy and understanding.

Regular discussions

Menopause awareness should be a regular part of health and wellbeing discussions. This can help keep the topic front-of-mind and show that it’s a priority. 

Develop a menopause policy

The aim of a menopause policy is to make sure that every employee feels supported and valued within the workplace as they navigate through this complicated but natural stage of life. A formal menopause policy is a powerful tool for providing consistent support, and showing your employees exactly what they’re entitled to. It also helps reduce the stigma around menopause, by talking about it the way you do with the rest of your reproductive health and your health in general. Promoting menopause awareness is good occupational health practice and it will create a more supportive working environment for employees who are struggling through menopause or perimenopause.

Policy inclusions

It is vital to  ensure that the policy covers flexible working arrangements, access to menopause specialists, and adjustments to the work environment to accommodate menopausal symptoms. Emphasise that no two employees will experience menopause the same way, so if additional time off or arrangements are needed, they should be able to arrange something through their manager or HR team.

If you have an existing employee assistance programme but it doesn’t cover menopause, consider adding on a benefit with access to medical specialists so that your employees can get the help they really need and have those sensitive conversations with a professional.

Clear guidance

As much as the policy is for employees, do also provide clear guidance on menopause for managers, helping them understand how to support their teams effectively.

Access to resources

Provide access to information, resources, and support networks for menopausal women. This can include educational materials, websites, support groups, or counselling services specifically tailored to menopause. 

Healthcare support

Sometimes your employees will need more than just the resources and counselling. You could consider providing access to specialists who can offer guidance and treatment for menopausal symptoms and health checks for conditions with an increased risk factor during menopause , such as cardiovascular disease. This can include referrals to gynaecologists, endocrinologists, menopause clinics or specialists in heart health and cardiovascular disease.

Some of your employees may be experiencing premature menopause, sometimes called ovarian insufficiency, and this can be really scary, confusing, and distressing. Having a consultation with a menopause specialist can make a considerable difference, both in understanding and acknowledging what’s going on with their bodies, and in potentially starting treatment with medication. 

Raising awareness about menopause in the workplace is about more than just acknowledging the symptoms. It’s about taking action, it’s about creating inclusive workplaces where people feel comfortable talking about their experiences and asking for help when they need it, and an environment where that help and support is readily available.

We hope you commit to making a difference this World Menopause Day.

Want to find out more about how you can meet your legal obligations and support your staff through menopause? Please get in touch today.