Supporting menopause in the workplace: A guide for employers on World Menopause Day 2024

World Menopause Day, held annually on 18th October, is an initiative led by the International Menopause Society to raise awareness of menopause and promote available support options for improving health and wellbeing.

Menopause is a critical workplace issue, touching both equality and health and safety concerns. The CIPD’s Menopause in the Workplace report found that 73% of employees surveyed experienced symptoms related to menopause transition, making it a wellbeing issue that must be on every employer’s radar. Supporting staff through health-related challenges is essential, but how can employers best assist those navigating menopause?

Health and safety considerations for menopause

From a health and safety standpoint, conducting risk assessments for employees experiencing menopause is key to identifying where adjustments may be needed. Areas to consider in a menopause risk assessment include:

• Temperature and ventilation: Ensure the workplace is comfortable and well-ventilated to alleviate symptoms such as hot flushes.
• Uniforms: Evaluate whether the material and fit of any required uniform might cause discomfort.
• Rest facilities: Provide a suitable area where employees can rest if needed.
• Accessible toilet facilities: Ensure these are easy to reach, especially for those who may require frequent use.
• Cold drinking water: Always have fresh water readily available.
• Manager training: Ensure supervisors are trained to understand the health and safety implications of menopause.

Addressing these practical areas can significantly improve the daily experience of employees going through menopause. According to People Management, 53% of those experiencing perimenopause or menopause reported missing work due to their symptoms, and 17% considered leaving their jobs because of a lack of support, with 6% actually resigning.

Employer duty of care

While menopause itself isn’t a protected characteristic under the *Equality Act 2010*, treating employees less favourably because of menopause symptoms can still amount to discrimination if linked to a protected characteristic such as age or sex. Additionally, menopause symptoms can have a long-term and substantial impact on an individual’s ability to perform daily activities. Employers must ensure that no employee feels discriminated against due to menopause-related challenges.

The importance of a menopause policy

Introducing a menopause policy is an effective way to show commitment to supporting employees. Such a policy provides clear guidelines for staff to understand the support available to them. A comprehensive menopause policy should include:

• Access to information and support for all employees experiencing menopause symptoms.
• Proactive adjustments to working conditions to meet individual needs.
• A confidential contact for employees seeking advice or support on menopause-related issues.
• Risk assessments that factor in the specific needs of those experiencing menopause.

A well-structured menopause policy not only helps prevent discrimination but also challenges the stigma that still surrounds menopause in the workplace. This creates a more inclusive environment where employees can thrive despite the challenges they may face.

Creating a menopause support network

In addition to having a written policy, consider establishing a menopause support group or network within your organisation. Such a group provides a platform for employees to share their experiences and offers valuable insight into possible workplace improvements that could benefit those navigating menopause. According to research, organisations with strong menopause support systems are more likely to have written policies (47%) and support networks (46%).

Alongside setting up a support group, raise general awareness by providing training to all staff on menopause and its effects. Open conversations can help to challenge stigma and encourage employees to feel more comfortable discussing menopause in the workplace. Participating in World Menopause Day on 18th October is an excellent opportunity to start these conversations.

Empowering line managers to provide support

Line managers play a crucial role in supporting employees experiencing menopause. Educating them on potential symptoms and effects helps create a more compassionate work environment. When employees know their managers are knowledgeable about menopause, they’re more likely to feel comfortable discussing any concerns, fostering a happier, more motivated workforce and improving retention and productivity.

Building an inclusive workplace culture

By implementing supportive, practical measures and fostering a culture of inclusivity, empathy, and understanding, employers can create a work environment where all employees, regardless of their life stage, can reach their full potential.