Menopause is a natural phase in a woman’s life, yet it is often overlooked in the workplace. The Chartered Institute of Personnel and Development (CIPD) reports that 1 in 6 individuals (17%) have thought about quitting their job because they are not receiving enough support for their menopause symptoms, and another 6% have quit. To tackle this issue, employers must adopt strategies that support menopausal women in re-entering and thriving in the workplace.

Menopause typically occurs between the ages of 45 and 55, but its symptoms can last for several years. Hot flushes, anxiety, fatigue, memory lapses, and sleep disturbances can severely impact a woman’s performance at work. According to a study by the Fawcett Society, 44% of women said their ability to work was negatively affected by menopause, while 10% reported missing work altogether.

These challenges can lead to a decline in confidence and productivity, prompting many women to reduce their hours or leave their jobs entirely. With women over 50 being the fastest-growing demographic in the workforce, it’s crucial to create a supportive environment that encourages menopausal women to return to work and thrive.

Strategies to Bring Menopause Women Back to Work

Education is the first step towards creating an inclusive work environment. Employers can organise workshops, webinars, and training sessions to inform all staff about menopause, its symptoms, and how it affects women at work. By normalising the conversation, companies can foster empathy and support.

Flexible work arrangements, such as remote work, part-time hours, or adjusted start and finish times, can significantly help menopausal women manage their symptoms. According to a 2023 report by the CIPD, 48% of women experiencing menopause stated that flexible working would improve their ability to manage symptoms and continue working.

Employers should develop and implement menopause-specific policies that outline support measures, such as additional breaks, access to rest areas, and adjustments to uniforms or work environments. In 2022, the House of Commons Women and Equalities Committee recommended that menopause should be a protected characteristic under the Equality Act 2010, highlighting the need for robust workplace policies to safeguard the rights of menopausal women.

Providing access to resources, such as occupational health support, menopause champions, or employee assistance programs, can empower women to seek help without fear of stigma. Encouraging open dialogue between employees and managers about health issues, including menopause, can lead to better support and retention. Training line managers to have sensitive conversations and to provide reasonable adjustments can make a significant difference.

Incorporating menopause-specific wellbeing programs, including nutrition advice, mental health support, and stress management techniques, can alleviate symptoms and improve overall quality of life. In 2022, the NHS introduced a Menopause Pathway to provide personalised care and support, which employers can mirror in their wellbeing initiatives.

Simple adjustments to the physical workspace, such as temperature control, better ventilation, or access to quiet rooms, can make a big difference for menopausal women.

Conclusion

Supporting menopausal women in the workplace is not just a matter of inclusivity—it’s a business imperative. By implementing these strategies, UK employers can retain valuable talent, boost productivity, and create a workplace that truly values the contributions of all employees, regardless of age or life stage. As awareness grows and more organisations adopt menopause-friendly practices, the workforce will become a more supportive space where women can continue to thrive during and beyond their menopausal years.

To learn more about this topic, join us for the Advancing Menopause Policy In The Workplace Conference 2024, where industry leaders will provide insights into the latest policies and guidance related to menopause in the workplace. Expert practitioners in menopause policy will share best practices and insights on fostering an environment that encourages open discussions about menopause, enabling you to drive positive change within your organisation.