How can organisations support employees in the workplace?

Michaela Newsom
Feb 21, 2023
3 min read

Updated: May 2, 2023

In the UK it is estimated that there are around 13 million women who are currently peri or menopausal, which is the equivalent to a third of the female population. Menopausal women experience hot flushes, fatigue, low mood, difficulty concentrating and poor memory which can affect their performance at work. In a survey conducted by the British Menopause Society (BMS) over half of women said that their menopause significantly affected their lives and 18% of working women are looking to leave their jobs because of their symptoms. Almost a third of women report losing self-confidence during this time.

Nearly half of women in the survey who were in employment and who needed to take a day off because of the menopause said they wouldn’t feel comfortable discussing the real reason with work colleagues. Despite the fact that 51% of the population will experience menopause there is still considerable stigma around the menopause.

The legal stance for providing menopause support in the workplace may vary depending on the country and jurisdiction. In general, however, employers have a legal obligation to provide a safe and healthy work environment for all employees, which includes women who are experiencing menopause. Yet in 2021, 90% of women said their workplaces offer no help for menopausal women workers.

Some countries have specific laws or regulations that require employers to provide menopause support in the workplace. For example, in the UK, employers have a duty to make reasonable adjustments to support employees under the Equality Act 2010 however menopause is not currently a protected characteristic.

Even in countries where there are no specific laws, it is still good practice for employers to provide menopause support in the workplace. This could include providing access to resources such as information on menopause symptoms and management, flexible working arrangements, adequate restroom facilities, and access to medical and psychological support.

Employers can consult with their HR department or legal counsel to ensure that they are meeting their legal obligations and providing appropriate support for employees going through menopause. Additionally, employers can consult with employees to ensure that their policies and practices are meeting the needs of those experiencing menopause in the workplace.

Organisations can support menopausal employees by taking the following actions:

Education: Raising awareness about menopause, its symptoms and its impact on the employees. Providing training and education programs to managers, HR teams, and employees can help reduce stigma and improve understanding and empathy towards menopausal employees.
Flexible working arrangements: Offering flexible working arrangements such as remote work, reduced hours, or flexible start and end times, can help menopausal employees better manage their symptoms, including hot flashes, fatigue, and mood swings.
Accommodations: Accommodations such as providing fans or air conditioning units, comfortable seating, and adequate restroom facilities, can help alleviate symptoms such as hot flashes and frequent bathroom breaks.
Confidentiality: Ensuring that all discussions regarding menopause are kept confidential to protect the privacy of the affected employees.
Medical and psychological support: Offering access to medical and psychological support, such as employee assistance programs or referral to healthcare providers that specialize in menopause.
Policies and guidelines: Developing and implementing policies and guidelines to address menopause, including provisions for sick leave, flexible working arrangements, and accommodations.
Employee engagement: Encouraging employees to be open about their symptoms and experiences, creating employee resource groups and providing opportunities for employees to offer feedback and suggestions to improve support.