How employers can support employees managing menopause

Despite advances in recent years in raising awareness about menopause, it remains a taboo topic in many workplaces. However, with an ageing workforce and a growing emphasis on gender health issues, it is becoming essential for employers to support employees navigating this significant life stage. By understanding the challenges menopausal employees face and implementing supportive policies and practices, employers can foster a more inclusive and supportive work environment for all.

What is menopause?

Menopause typically occurs between the ages of 45 and 55, marking the end of menstruation and reproductive years. It can also be medically induced, by certain conditions or treatments. During this transition, hormonal changes can lead to a range of physical and psychological symptoms, including hot flushes, night sweats, mood swings, fatigue, and difficulty concentrating. While not everyone experiences severe symptoms, for some, menopause can significantly impact their quality of life and work performance.

How can menopause affect you at work?

Despite how many are affected by menopause, it is often overlooked in workplace discussions on health and wellbeing. Many employees may feel uncomfortable discussing their symptoms with employers or colleagues, fearing stigma or discrimination. As a result, they may suffer in silence, leading to decreased productivity, increased absenteeism, and higher turnover rates.

The symptoms of menopause can cross over with other workplace challenges, such as high-stress environments, long hours, and inflexible work schedules. This can heighten symptoms and make it even more challenging for menopausal employees to manage their work and personal lives effectively.

Supportive strategies for employers

Employers should focus on empathy, flexibility, and inclusivity as the key principles when looking to implement a strategy to support employees managing menopause. Here are some strategies to consider:

Education and awareness:

• Provide training for managers and employees to raise awareness about menopause and its potential impact on work performance and wellbeing.
• Encourage open and respectful discussions about menopause in the workplace to reduce stigma and foster a supportive workplace culture.

Flexible work arrangements:

• Offer flexible work hours or remote work options to accommodate employees experiencing symptoms such as fatigue and insomnia.

• Allow for breaks or rest periods during the workday to manage hot flushes or other physical discomfort.

Wellness programme:

• Implement wellness programs that address the unique health needs of menopausal employees, such as stress management workshops, nutrition counselling, or exercise classes.

• Providing employees with access to a digital wellness platform, such as Champion Health, that contains all of these tools is a cost-effective way for employers to support their employees.

Adjustments to the work environment:

• Make adjustments to the physical work environment, such as providing fans or adjusting the thermostat to alleviate hot flushes.

• Consider offering ergonomic assessments and accommodations to support employees experiencing joint pain or other physical symptoms.

Supportive policies:

• Review and update existing policies to ensure they are inclusive of menopausal employees, such as policies related to sick leave, accommodations for medical conditions, and flexible work arrangements.

• Consider implementing a menopause policy that outlines the company’s commitment to supporting employees during this life stage and provides guidance on available resources and support channels.

Supporting employees managing menopause is not only the right thing to do from a human perspective but also makes good business sense. By creating a workplace culture that values diversity, inclusivity, and employee wellbeing, employers can improve morale, retention rates, and productivity. By acknowledging and addressing the challenges of menopause in the workplace, employers can create a more supportive environment where all employees can thrive.

Working with a healthcare provider who offers customisable care and the inclusion of menopause support is an important part of creating a workplace that offers continued support for employees experiencing menopause symptoms. At Healix we offer employers the ability to include a range of menopause support with their healthcare plans. If you’re interested in learning more about the menopause support on offer, take a look at our bespoke benefits and clinical pathways.