With 17 per cent of women considering leaving work as a result of the impact of the menopause and 1 in ten actually leaving work(1), offering support and understanding to women who experience physical and mental health issues during this biological transition is extremely important.
Yet according to research only 18% of women say their workplace has a menopause policy in place(2). This is likely to change, however, as employers with over 250 employees are now being encouraged to design and implement a Menopause Action Plan, with the expectation that such a plan will be mandatory next year.
According to Dr Lucy Mather, GP and Founder of women’s healthcare and training specialists Jaya Life, the need for action around the impact of the menopause recognises that many companies employ women between the ages of 45 and 60 and that these individuals frequently hold important positions for their businesses. Many women affected by menopause issues have built significant careers, often they have been with their employer for some time and do excellent work, holding high profile roles, retaining important knowledge and skills for their businesses. And yet they can quickly find themselves struggling with work, their performance compromised through fatigue and brain fog, through absence or even through the negative impact of presenteeism.
“You need to have early recognition, proactive management and to offer women treatment options,” says Mather. “You need to allow the conversation to happen and to allow the conversation to happen, recognise it, remove embarrassment and create a culture where we are comfortable discussing how we feel.”
“Raising awareness is all well and good,” Mather continues, “but you need to be able to take the next steps – what can you do to get better and what can your employer do to help you access the support you need?”
Indeed even something as simple as visiting the GP can be a challenge for some working women, given inflexible working hours and the scarcity of appointments. Moreover, the consulting time offered by GPs may be inadequate to fully understand the individual’s experience and determine the kind of support or treatment they might need. Mather’s own approach allows for an hour long consultation which gives her patients the chance to fully explore what’s happening in their lives, to cover their health holistically and to explore treatment options.
Raising awareness is all well and good, but you need to be able to take the next steps.”
Valor Hospitality are currently developing their Menopause Action Plan, which will ultimately sit alongside their Gender Pay Gap action plan. Both of these initiatives are set to be embedded in the business prior to the mandatory date in 2027.
Their employees split with 54% women, 16% of whom are in the age bracket of 45-55, so the company recognises it has a real responsibility to ensure this significant part of their workforce have the same opportunities to excel in their careers as others.
“We want to offer understanding to team members experiencing menopause and perimenopause, making sure we make adjustments where we can to support their needs to enable them to continue to excel in the workplace,” says Moira Laird, People and Culture Director at Valor Hospitality. “It isn’t a one-size-fits-all approach – we highlight a variety of potential options Valor Hospitality can support, with team members retaining control over the best course of action for them.”
Central to the company’s policy is the creation of a wellbeing action plan. This is a template that helps individuals identify symptoms, effective management strategies, and necessary support. Once made, the plan is reviewed periodically to ensure adjustments remain effective.
At wealth management and employee benefits service Mattioli Woods, Neelam Gill, Senior People Business Partner explains their Menopause in the Workplace Policy is grounded in employment law, recognising that menopause symptoms may trigger legal protections relating to sex, age, disability and gender reassignment under the Equality Act. “The policy sits alongside a suite of existing Mattioli Woods policies,” says Gill, “including our Health and Safety, Equality, Diversity and Inclusion, Flexible Working, and Sickness Absence policies to ensure a consistent, legally informed and joined-up approach across the organisation.”
Gill states that the policy covers all employees regardless of role, working pattern or gender identity, and provides a clear framework for support at every stage – perimenopause, menopause and post-menopause.
“Employees can raise concerns confidentially with their line manager, HR, or another manager if they feel more comfortable doing so,” she says. “Where appropriate, they can also be referred to occupational health or our employee assistance programme.”
In terms of practical workplace adjustments, the policy includes provision such as temporary flexibility in working hours, start/finish times, break patterns, hybrid and home working where the role allows. These is also provision for access to cool drinking water, desk fans and improved ventilation. The company will also commit to temporary adjustments to duties, workload or performance targets wherever this helps the employee.
It is clear that employers must now go beyond simply raising awareness of menopause and instead implement real actions that will make a difference for those affected. As Mather points out real menopause action means training management in recognising and responding to employees who may have menopause related symptoms. “It’s not just another tick-box,” she says. “You need to realise the significant impact this has on employees, but also how women can benefit from getting the right kind of support at the right time.”
- UK Government’s Menopause and the Workplace report: https://www.fawcettsociety.org.uk/Handlers/Download.ashx?IDMF=9672cf45-5f13-4b69-8882-1e5e643ac8a6
- Serenova: https://www.serenova.co.uk/blog/menopause-report-which-sectors-feel-most-supported?utm_source=press+release&utm_medium=referral&utm_campaign=menreportpress
