How to Create a More Menopause-Inclusive Workplace
Perimenopause and menopause are natural life stages that affect a significant portion of the workforce, especially as more women are working into their later years due to increasing retirement ages. Despite this, it remains a topic that is often misunderstood or ignored in the workplace. For many women, peri/menopausal symptoms—ranging from physical discomfort to emotional challenges—can have a direct impact on their professional lives, with *84% reporting that menopause symptoms negatively affect their work performance, and *34% considering quitting because of it. Below, we’ll explore the benefits of a menopause-inclusive workplace and how to get started transforming your organisation.
* Survey by Menopause Hub, September 2023 among 3044 peri/menopausal respondents.
Why create a menopause-inclusive workplace?
Creating a menopause-inclusive workplace is not just a moral obligation; it makes good business sense. A menopause-inclusive workplace offers several key benefits to businesses:
Reduce Presenteeism: Employees dealing with peri/menopausal symptoms often continue working while unwell, which leads to lower productivity. By providing support, such as flexible working hours or wellness resources, employees can manage their symptoms better, leading to higher performance and engagement at work.
Decrease Absenteeism: By accommodating peri/menopause symptoms with reasonable adjustments like flexible schedules or improved workplace environments, businesses can reduce the need for sick leave. This ensures fewer disruptions to operations and reduces costs associated with absenteeism.
Increase Retention: A supportive workplace helps retain experienced, valuable employees who might otherwise leave due to unmanaged peri/menopause symptoms. Retaining skilled workers reduces turnover rates, saving on recruitment and training costs, and maintains institutional knowledge within the company.
Bolster Recruitment Efforts: Promoting a menopause-inclusive culture enhances the company’s reputation as a forward-thinking, inclusive employer. This helps attract top talent, particularly in the growing demographic of women over 45, who are increasingly remaining in the workforce.
Minimise Legislative Risk: Implementing a menopause policy reduces the risk of non-compliance with health, safety, and anti-discrimination laws. By taking proactive steps, businesses can avoid costly legal claims related to gender, age, or disability discrimination, protecting both their reputation and financial bottom line.
How can I start making my workplace more menopause inclusive?
1. Develop a Menopause Policy: One of the most straightforward ways to show support is by implementing a menopause policy. This does not have to be a complex initiative. In fact, it can be as simple as consolidating existing support measures into one accessible resource. By bringing together available accommodations—such as flexible working options, health resources, and HR support—employers can make it easier for employees to understand what help is available to them. This policy should provide clear definitions of menopause, its stages (perimenopause, menopause, and postmenopause), and the impact it can have on an individual’s work performance. It should also outline management’s responsibilities and the company’s commitment to supporting employees through this phase of life.
2. Foster a Culture of Openness: Creating a culture where peri/menopause can be openly discussed without stigma is key. Despite affecting the vast majority of female employees at some stage in their careers, menopause remains a taboo subject in many workplaces. Employers should encourage conversations about menopause and include it in broader diversity and inclusion (D&I) initiatives. Workshops and awareness training for all employees, not just HR staff or managers, can help create a supportive environment. Encouraging open discussions will help dispel myths, reduce embarrassment, and make it easier for those experiencing symptoms to seek help.
3. Provide Training for Managers: Managers play a critical role in creating a supportive workplace environment. They should be trained to recognise and understand peri/menopause-related issues and the challenges they can pose for employees. This will help ensure that managers are empathetic and prepared to offer practical support, such as adjusting workloads, allowing for flexible hours, or ensuring that appropriate accommodations are in place. Training should also include how menopause intersects with other areas of workplace policy, such as performance management and health and safety.
4. Nominate Menopause Champions: Nominating Menopause Champions is an effective way for businesses to foster a menopause-inclusive workplace. These Champions act as peer-to-peer support, offering a listening ear and signposting resources for colleagues going through menopause. By helping to normalise discussions around menopause, they play a key role in breaking the stigma and embedding menopause awareness into workplace culture. Much like mental health first aiders, Menopause Champions create a supportive environment where employees feel comfortable addressing their symptoms, which ultimately boosts morale, productivity, and employee retention.
5. Offer Flexible Working Arrangements: One of the most common requests from employees experiencing menopause is for more flexibility. Symptoms such as sleep disturbances, hot flushes, and anxiety can significantly impact an employee’s ability to adhere to strict schedules. Employers can address this by offering flexible working hours, the ability to work from home, or even simply ensuring regular breaks are allowed throughout the day. Flexibility can also mean accommodating for temporary changes in duties if certain tasks become more challenging due to symptoms. This helps to retain skilled employees who may otherwise feel forced to leave.
6. Conduct Gender-Specific Risk Assessments: A menopause-inclusive workplace takes into account the specific needs of women in risk assessments. Temperature control, ventilation, access to water, and bathroom breaks may seem like minor details but can make a huge difference for someone experiencing peri/menopausal symptoms. For instance, hot flushes can be exacerbated by poor ventilation, while frequent bathroom breaks might require more flexible scheduling. Risk assessments should be reviewed through the lens of peri/menopause to ensure that workplace conditions do not exacerbate symptoms. Adjusting uniforms, or ensuring private areas for breaks, can also make the workplace more comfortable for those affected.
7. Review Policies for Inclusivity: A crucial step in creating a menopause-inclusive workplace is to review all existing policies—such as sick leave, performance management, and capability procedures—to ensure they do not inadvertently discriminate against those experiencing peri/menopausal symptoms. For example, symptoms like memory lapses or concentration difficulties may temporarily affect performance, but inflexible policies could penalise employees unfairly. By equity-proofing all workplace policies, employers can avoid potential legal risks related to gender, age, or disability discrimination, while also fostering a more inclusive environment.
8. Encourage Access to Support Resources: Employers should provide clear pathways for employees to access support. This can include referring employees to occupational health services, offering Employee Assistance Programs (EAPs), or designating a Menopause Champion within the organisation. Such resources should be readily available and communicated regularly to staff.
Fostering a menopause-inclusive workplace benefits everyone. Becoming menopause-inclusive is good for women, and good for business. By implementing simple policies, raising awareness, and offering practical support, employers can create a healthier, more productive workplace where all employees feel valued and understood.