Supporting Employees Through Menopause: A Guide for Managers
The menopause is a natural phase in life, marking the end of menstrual cycles, often accompanied by a range of physical and psychological symptoms. Despite its prevalence, the menopause remains a taboo subject in many workplaces. Research by Bupa and the Chartered Institute of Personnel and Development (CIPD) highlights the significant impact menopausal symptoms can have on careers, with almost a million individuals having left their jobs due to these symptoms. This blog aims to equip managers with the knowledge and tools necessary to support employees going through menopause, fostering an inclusive and supportive work environment.
Understanding Menopause
What is it? The menopause signifies the end of menstrual cycles, typically occurring between ages 45 and 55. The perimenopause phase precedes it, during which symptoms may begin. Menopause is officially reached when periods have been absent for a year. Symptoms can last an average of four years, but for some, they can persist for up to ten years, or more. Premature menopause occurs before age 40 and can result from surgery, illness, treatments like chemotherapy, or sometimes no known cause.
Symptoms Menopause can cause a variety of physical and psychological symptoms, including:
Mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence, and reduced concentration.
Hot flushes, sleep disturbances, night sweats, irregular periods, muscle and joint stiffness, recurrent urinary tract infections, headaches, weight gain, palpitations, skin changes, and reduced sex drive.
The Manager's Role in Supporting Employees
Building Trust and Open Communication Managers play a vital role in supporting colleagues with menopausal symptoms. Building relationships based on empathy, concern, and respect encourages employees to share their health concerns. Regular, informal one-to-ones create opportunities for employees to discuss any changes in their health, including menopausal symptoms.
Implementing Policies and Practices Managers must be familiar with their organisation's policies and practices related to menopause, including the legal duty to make reasonable adjustments. Risk assessments are essential to ensure that the working environment does not exacerbate menopausal symptoms. Considerations include temperature, ventilation, uniform materials, and access to toilet facilities and cold water.
Carrying Out Risk Assessments Employers have a legal duty to assess workplace risks to employees' health and safety, including those experiencing menopausal symptoms. Adjustments might include improving ventilation, providing fans, ensuring easy access to drinking water, and offering flexible working arrangements.
Discussing Appropriate Adjustments Simple changes to someone’s role or working environment can make a significant difference. Adjustments can be physical, such as providing a fan, or involve changes like flexible working arrangements. Here are some practical steps to support employees experiencing menopause:
Sleep Disruption/Night Sweats: Offer flexible working arrangements, changes to shift patterns, or the option to work from home.
Hot Flushes/Daytime Sweats: Provide fans, adjust air conditioning, and ensure access to cold drinking water and washrooms.
Heavy/Irregular Periods: Ensure easy access to washroom facilities and allow for more frequent breaks.
Headaches/Fatigue: Consider temporary adjustments to duties, provide access to a quiet area, and allow regular breaks.
Muscular Aches/Bone and Joint Pain: Make necessary temporary adjustments and allow mobility.
Psychological Issues: Encourage discussions, offer access to employee assistance programs, and provide quiet workspaces.
Supporting Performance
Addressing performance issues related to menopausal symptoms should focus on supportive and proactive management. Regular, informal catch-ups help build trust and facilitate early intervention. Identify any additional support or coaching needed and set reasonable timescales for improvement.
Creating an Inclusive Culture
Raising Awareness and Education Promoting awareness about menopause is essential for creating an inclusive work environment. Internal campaigns, webinars, and external speakers can help start conversations and reduce stigma. Educating all employees about menopause, regardless of gender or age, fosters a supportive culture.
Confidentiality Treat any disclosed information about menopause symptoms as confidential. Discuss and agree upon who will be informed and what details will be shared, ensuring the employee's privacy is respected.
Conclusion
Supporting employees through menopause is not just a matter of compliance but a crucial aspect of good people management. By understanding menopause, fostering open communication, implementing appropriate policies and adjustments, and promoting an inclusive culture, managers can significantly improve the wellbeing and productivity of their teams. No employee should feel as though they need to press pause on, or or consider leaving, their career due to menopausal symptoms.
For further information on how to support employees during menopause and your legal responsibilities see ‘Our Services’ page.
