Menopause is a significant life transition experienced by females and individuals assigned female at birth (AFAB). For the purpose of this blog post we will refer to all of those experiencing menopause as females and women interchangeably.
As the average age for menopause is around 51, many women continue to work during this transition, making it crucial for employers and colleagues to understand and support their needs (Harlow et al, 2012). This blog post explores the impact of menopause on work, the associated challenges, and strategies to create a more supportive and inclusive work environment.
Understanding menopause and its workplace implications
Menopause, which marks the end of a female’s menstrual cycles, typically begins in her late 40s to early 50s in Western cultures (Freeman et al, 2012). The menopause transition can vary between women but on average lasts between two to four years (Avis et al, 2015).Symptoms can vary widely but often include hot flashes, night sweats, fatigue, sleep disturbances, mood swings, and cognitive changes such as difficulties with concentration and memory.
Research suggests that symptoms can impact on a women’s experiences at work, for example having problematic hot flushes have been associated with intention to stop working (Hardy et al, 2018). However it is important to note that the same research study did not find that menopausal status (whether someone was pre-menopausal, peri, or post menopausal) was not associated with women’s self-reported work performance or their absence from work.
One of the concerns for women experiencing menopause symptoms at work can be embarrassment in talking about their experiences. Symptoms are often kept hidden for fear of stigma, this then results in women not seeking support if it is needed (Sergeant and Rizq, 2017). However there are a number of ways in which workplaces can support women to feel able to have open conversations with colleagues and managers.
Creating a supportive work environment
Developing a supportive work environment involves both policy changes and cultural shifts. Here are some best practices:
- Temperature control: Ensure workplaces have adequate climate control, allowing employees to adjust their environment as needed.
- Flexible breaks: Offer flexible break times to help employees manage symptoms like hot flashes or fatigue.
- Private spaces: Provide private areas where employees can cool down or take a moment to address their needs discreetly.
- Thermally comfortable uniforms: If uniforms are required try and make sure they are made of appropriate fabrics and there are options for layers.
- Training for managers and HR professionals: Workshops and guidance on menopause and its impact can also help increase awareness and empathy, enabling them to offer better support to affected employees.
- Inclusive policies: Create policies that include coverage of menopause in policies relating to sickness absence and flexible working.
The UK Faculty of Occupational Medicine of the Royal College of Physicians has published guidance on how employers can best support menopausal women in the workplace. In addition,
Personal strategies for managing menopause at work
Women experiencing menopause can adopt several strategies to manage symptoms at work:
- Self-Care and stress management: Stay hydrated, wear breathable clothing, and incorporate stress-relief techniques like deep breathing exercises.
- Healthy lifestyle: Maintain a balanced diet and regular exercise to help manage symptoms and improve overall well-being.
- Seek support: Open communication with supervisors or HR about symptoms and possible accommodations can help tailor support to individual needs.
- Self-management of symptoms using Cognitive Behavioural Therapy (CBT): Research has found that using CBT can be helpful for women experiencing problematic hot flushes and night sweats, women can follow self-directed programs such as the one in this book.
Organisational change
To create a truly supportive work environment, it is essential to foster open dialogue about menopause and advocate for necessary policy changes. Encouraging conversations and reviewing workplace policies can help ensure that menopausal employees receive the support they need and deserve.
In conclusion, addressing the impact of menopause at work is not just about accommodating individual needs but also about fostering a more inclusive and supportive workplace culture. By understanding the challenges, breaking down stigma, and implementing effective policies, organisations can help women navigate menopause with greater ease and continue to thrive in their careers.
Resources for further information
For those seeking more information on managing menopause and its impact on work, consider exploring the following resources:
- Online resources: Websites like the British Menopause Society and the NICE guidance on diagnosis and management of menopause offer valuable information and support.
- Books: Books such as ‘Living Well through the Menopause’ by Emeritus Professor Myra Hunter and Dr Melanie Smith and ‘Menopause: The One-Stop Guide’ by Kathy Abernethy.
- Support groups: Organisations such as the Menopause Support provide community and resources for women navigating menopause.
Want more?
If you are interested in further advice and guidance on having effective conversations about menopause in the workplace, get in touch to discuss how we can create bespoke training and consultancy solutions for your workplace.
Sign-up to our newsletter and gain access to Healthy Dialogues resources and training.
References
Augoulea, A., Palaiologou, A., Christidi, F., Armeni, E., Soureti, A., Alexandrou, A., … & Lambrinoudaki, I. (2021). Assessing the efficacy of a structured stress management program in reducing stress and climacteric symptoms in peri-and postmenopausal women. Archives of women’s mental health, 1-9.
Avis, N. E., Crawford, S. L., Greendale, G., Bromberger, J. T., Everson-Rose, S. A., Gold, E. B., … & Study of Women’s Health Across the Nation. (2015). Duration of menopausal vasomotor symptoms over the menopause transition. JAMA internal medicine, 175(4), 531-539.
Ayers, B., Smith, M., Hellier, J., Mann, E., & Hunter, M. S. (2012). Effectiveness of group and self-help cognitive behavior therapy in reducing problematic menopausal hot flushes and night sweats (MENOS 2): a randomized controlled trial. Menopause, 19(7), 749-759.
Freeman, E. W., Sammel, M. D., Lin, H., & Gracia, C. R. (2012). Anti-mullerian hormone as a predictor of time to menopause in late reproductive age women. The Journal of Clinical Endocrinology, 97(5), 1673-1680.
Hardy, C., Hunter, M. S., & Griffiths, A. (2018). Menopause and work: an overview of UK guidance. Occupational Medicine, 68(9), 580-586.
Hardy, C., Thorne, E., Griffiths, A., & Hunter, M. S. (2018). Work outcomes in midlife women: the impact of menopause, work stress and working environment. Women’s Midlife health, 4, 1-8.
Harlow, S. D., Gass, M., Hall, J. E., Lobo, R., Maki, P., Rebar, R. W., … & STRAW+ 10 Collaborative Group. (2012). Executive summary of the Stages of Reproductive Aging Workshop+ 10: addressing the unfinished agenda of staging reproductive aging. The Journal of Clinical Endocrinology & Metabolism, 97(4), 1159-1168.
Jack, G., Riach, K., Bariola, E., Pitts, M., Schapper, J., & Sarrel, P. (2016). Menopause in the workplace: what employers should be doing. Maturitas, 85, 88-95.
Woods, N. F., Mitchell, E. S., Schnall, J. G., Cray, L., Ismail, R., Taylor-Swanson, L., & Thomas, A. (2014). Effects of mind–body therapies on symptom clusters during the menopausal transition. Climacteric, 17(1), 10-22.