Supporting Employees Experiencing Menopause at Work: A guide for HR

Menopause is a natural phase of life that affects many employees in the workplace. 90% of women experience menopausal symptoms.

Menopausal symptoms can have a huge impact on work life, with 44% of menopausal women in employment reporting that menopause is affecting their ability to work.

A combination of disturbed sleep, hot flashes, and low mood can affect attendance and performance, and research shows that some women reduce their hours or quit their jobs as a result.

As an HR professional, it's crucial to create a supportive environment that acknowledges and addresses the needs of employees experiencing menopause. This is important because women over the age of 50 are the fastest-growing group in the UK workforce.

As the average age of menopause is 51, this means that symptoms often occur at the peak of their career.

This guidance aims to provide you with practical steps to support and empower employees during this transitional period.

 Promote Open Communication:

Encourage open and confidential conversations about menopause. Foster a culture where employees feel comfortable discussing their experiences and concerns. Assure them that their privacy will be respected.

Raise Awareness:

Educate managers and employees about menopause, its potential symptoms, and its impact on individuals. Offer training sessions, workshops, or informational resources to increase understanding and reduce the stigma surrounding menopause.

Develop Flexible Work Policies:

Implement flexible work arrangements, such as flexible hours, remote work, or job sharing. This allows employees to manage symptoms, attend medical appointments, or prioritise self-care while maintaining their productivity.

Provide Supportive Facilities:

Create a conducive work environment by considering temperature control, ventilation, and access to private restrooms. Offer comfortable seating options and provide access to cold water or fans to help alleviate hot flashes.

Review Wellbeing Programs:

Evaluate existing wellbeing programs to ensure they address the specific needs of employees experiencing menopause. Consider incorporating stress management techniques, exercise options, and resources for managing sleep disturbances and mood changes.

Accommodate Health Needs:

Support reasonable adjustments by providing necessary accommodations, such as ergonomic equipment, seating modifications, or access to quiet areas for relaxation or managing symptoms. Collaborate with employees to understand their specific requirements.

Foster Peer Support:

Encourage the formation of employee support groups or networks, where individuals experiencing menopause can share experiences, seek advice, and provide mutual support. This can help create a sense of community and alleviate feelings of isolation.

Review Absence Policies:

Review absence management policies to ensure they accommodate menopause-related health issues. Consider a flexible approach to sick leave, allowing employees to take time off when needed without fear of repercussions.

Menopause Training for Managers:

Provide training to managers on supporting employees experiencing menopause. Equip them with the knowledge and skills to handle discussions sensitively, provide appropriate support, and make reasonable accommodations.

Regularly Review Policies:

Regularly review and update HR policies and procedures to incorporate menopause support. Ensure that the policies are inclusive, unbiased, and reflect the diverse experiences of employees going through menopause.

Employee Assistance Programs:

Consider partnering with external Employee Assistance Programs (EAPs) that offer specialised support for menopause-related challenges. EAPs can provide confidential counseling, resources, and guidance to employees, ensuring they have access to professional assistance when needed.

Flexible Dress Code:

Review and revise dress code policies to accommodate fluctuations in body temperature. Allowing employees to dress in layers or wear breathable fabrics can help manage the discomfort associated with hot flashes.

Regular Check-ins:

Initiate regular check-ins with employees experiencing menopause to assess their wellbeing, understand their needs, and offer ongoing support. These conversations demonstrate empathy and reinforce your commitment to their health and job satisfaction.

Continual Education:

Stay updated on the latest research and information regarding menopause. Attend conferences, webinars, or seminars to expand your knowledge and share relevant insights with your organisation. This continuous learning ensures you can provide up-to-date guidance and support.

Inclusive Language and Policies:

Review company documentation, including employee handbooks and policies, to ensure they use inclusive language that encompasses all gender identities experiencing menopause. Create an environment that acknowledges the diversity of experiences and supports everyone equally.

Collaborate with Occupational Health:

Engage with occupational health professionals to develop tailored support plans for employees with more severe menopause symptoms. Their expertise can help identify workplace adjustments, recommend reasonable accommodations, and support the individual's overall wellbeing.

Celebrate Menopause Awareness:

Designate Menopause Awareness Month or International Menopause Day as an opportunity to educate employees, share resources, and celebrate the experiences and contributions of individuals going through menopause. Foster a culture of empathy, understanding, and support.

Monitor and Evaluate:

Regularly assess the effectiveness of your menopause support initiatives through surveys, feedback, and engagement metrics. Use this information to identify areas for improvement and make necessary adjustments to your programs.

Advocate for Policy Changes:

Engage in discussions at a higher level within the organisation or industry to advocate for policy changes that recognise and support employees experiencing menopause. Collaborate with other HR professionals and industry networks to drive meaningful change.

HR professionals can create an inclusive and supportive work environment that values the experiences, health and wellbeing of employees going through menopause. Supporting individuals during this transitional phase not only benefits them personally but also contributes to the overall success and productivity of the organisation.

At OH One, we support employers and employees to better understand of menopause symptoms and misconceptions and gain confidence to talk about menopause in the workplace. We offer specialist guidance on how to support individuals and reasonable adjustments needed, Information on legal considerations such as relevant legislation, discrimination, sickness and action planning.

Do you need to plan further? Get in touch with our specialist team by phone 0333 772 1697 or email us at: info@OH-One.co.uk

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