Menopause Awareness Month: A Guide for Employers
October marks Menopause Awareness Month, with World Menopause Day occurring on 18 October. This is an ideal opportunity for employers to raise awareness and encourage understanding of menopause in the workplace, and to support employees experiencing menopause. By ensuring that the working environment is one which is inclusive and supportive of people going through menopause, studies show employers can enhance the well-being and productivity of employees and encourage retention.
Understanding Menopause
Menopause is where a person’s periods stop due to lower hormone levels. It typically occurs between the ages of 45 and 55 as a natural process of aging, although it can happen earlier or later. Menopause can also be caused by surgery to remove the ovaries (oophorectomy) or the uterus (hysterectomy), cancer treatments like chemotherapy, or a genetic reason. It involves hormonal changes that can lead to a variety of symptoms, including hot flashes, anxiety, mood swings, brain fog and sleep disturbances, and these symptoms can affect daily work life and relationships. Understanding these changes as an employer is crucial for providing appropriate support.
Creating a Supportive Environment
Here are some tips for creating a supportive environment:
- Raise Awareness: Use Menopause Month as an opportunity to educate your workforce about menopause, providing information, workshops or seminars to discuss its symptoms, impact and how colleagues can offer support.
- Open Communication: Encourage open dialogue about menopause. Create a culture where employees feel comfortable discussing their symptoms and seeking support without fear of stigma or discrimination. It does not need to be a taboo subject!
- Flexible/Other Working Arrangements: Consider offering flexible working hours or remote work options to help employees manage menopause symptoms more effectively. Also consider providing desk fans, amending uniform requirements or other steps which may mitigate the symptoms of menopause.
- Review Policies: Ensure your workplace policies are inclusive and supportive of employees going through menopause. This might include adjustments to sickness absence policies or providing additional breaks or implementing a menopause policy.
- Training for Managers: Equip managers with the knowledge and skills to support team members experiencing menopause. Training can help them understand the symptoms and offer appropriate accommodations.
- Health and Wellness Initiatives: Implement well-being initiatives that include resources for alleviating menopause symptoms, such as stress management workshops and access to counselling services.
Employees should feel valued and supported during all stages of their career. By recognising Menopause Awareness Month and taking proactive steps to support employees, employers can demonstrate their commitment to an inclusive and understanding workplace while enhancing employee well-being and fostering a positive work environment.
If you need any support with creating a supportive environment for employees who are experiencing menopause symptoms, such as providing training, assisting with flexible working applications, reviewing your sickness absence policy or drafting a menopause policy, please do get in touch with a member of the team.