By The MotherMind Doctor
Up to 14 million working days a year are lost to menopause symptoms in the UK, says Louise Newson UK GP and menopause advocate.
As in the UK, employers have legal obligations to ensure health and safety of all workers, to assess and minimise risks, implement reasonable adjustments and prevent discrimination and harassment. But if menopause is not known about then it cannot be accounted for.
Symptoms such as memory problems, low mood, fatigue, and anxiety can arise during menopause. Some women fear they suffer from dementia with brain fog, word finding difficulty and poor recall. This can lead to increased anxiety in the workplace, and over compensatory strategies to manage this: exhaustive lists, documentation of everything in case of memory lapses, and extra work time required to do this.
If more education were given to women and the workforce, this would go a long way to reducing the cost of menopause to women in the prime of their careers and on society in general.
The new documentary The M Factor (screened on PBS in North America) explores all aspects of menopause, including in the workplace.
1. What strategies can be used to engage employers in advocating for menopause-friendly workplace policies?
2. How can advocates make a compelling case for the benefits of such policies?
Employers need practical advice to create a supportive environment for staff in multiple areas such as psychological safety as outlined in the Work related psychological health and safety guide put out by Safe Work Australia
It outlines how to identify psychosocial hazards but the 43 page document does not mention menopause.
It is vital that employers recognize menopause and put policies in place to support their workforce and maintain a productive and inclusive workplace.
Best practice would involve the following:
1. Develop a Menopause Policy:
• Create a clear, comprehensive policy
• Include input from employees
• Regularly review and update
2. Raise Awareness:
• Provide training for managers and staff
• Normalise discussions about menopause
• Promote open communication
3. Offer Flexible Working Arrangements:
• Allow for altered working patterns
• Consider remote work options
• Provide longer breaks if needed
4. Workplace Adjustments:
• Ensure access to toilets and drinking water
• Improve ventilation and temperature control
• Offer quiet spaces for rest or concentration
5. Support Performance:
• Adapt performance reviews to consider menopause symptoms
• Provide additional time for tasks if necessary
• Offer mentoring or coaching programmes
6. Promote Well-being:
• Encourage use of employee assistance programmes
• Provide access to occupational health services
• Support lifestyle modifications (e.g., exercise during lunch breaks)
7. Foster a Supportive Culture:
• Encourage open dialogue about menopause
• Address any discriminatory behaviour promptly
• Celebrate the experience and skills of midlife women
8. Regular Check-ins:
• Schedule follow-up meetings to assess effectiveness of support measures
• Be prepared to adjust support as symptoms may change over time
By implementing these strategies, employers can create a more inclusive workplace, retain valuable talent, and improve overall productivity.
In supporting menopausal employees, both the individual and the organisation reap the benefit.
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