Menopause matter:  Understanding, Supporting and Empowering

As a woman reaches a certain time of life, menopause starts to creep into your conscious thoughts. This is experienced by all women and people with female reproductive organs and can appear unexpectedly earlier a without warning for some. There is no avoiding it.

So, for menopause awareness day, I have been researching through two lenses: to educate myself on what might be around the corner and to understand how employees can be best supported at work during menopause.

What is the menopause?

Menopause is defined as the point in time when periods stop as indicated by 12 consecutive months of missed periods.  This usually happens between the ages of 45-55 but can be experienced at a younger age. Perimenopause which can last anything from 4-10 years precedes menopause, and it is during this time that symptoms start due to fluctuations in hormone levels. The time after menopause is known as post-menopause and symptoms can continue but the majority dwindle over time. The transition is highly individualised but on average symptoms last between 7 and 10 years.

What are the symptoms and how can HRT help?

Individuals can experience physical, cognitive and/ or emotional symptoms. Joint or muscle aches and pains make physically demanding roles or excessive standing more challenging. Hot flushes or urinary issues can cause discomfort and embarrassment.

Brain fog or fatigue causes difficulty concentrating, forgetfulness or memory lapses. Hormonal fluctuations lead to emotional symptoms such as mood swings, weight gain, anxiety or depression. Overall, this can result in a lack of confidence particularly where productivity wanes.

Menopause Hormone Therapy (MHT) is a treatment designed to alleviate menopausal symptoms by replenishing hormones that the body no longer produces in sufficient quantities. It can significantly relieve symptoms such as hot flashes and night sweats while also supporting bone health by reducing the risk of osteoporosis. Women should work with their healthcare providers to determine the most suitable type and dosage of MHT, considering individual health profiles and potential risks.

What can employers do to support?

Policy – as an absolute minimum publish a Menopause policy. This is a simple measure that both acknowledges and raises awareness of menopause, and the difficulties presented by the symptoms. The policy should empower people to be open about any struggles they experience during menopause and detail how the manager can support them. Everyone’s menopause experience is different, so whilst the policy should give examples of work adjustments that could be made, it should allow flexibility for individualised support plans to be agreed.

Support Networks – if the organisation size allows, create a menopause support group menopause cafes or menopause advocates. This would give employees a space to share their experiences and discuss remedies but overall to feel a sense of solidarity. As advocates, the group could devise and promote initiatives to ease menopause struggles at work, but also to raise awareness to the overall population.

Wellness programmes – Signpost employees to existing wellness initiatives such as medical support, counselling, nutrition advice, or fitness programmes that may alleviate their symptoms. Incorporate a menopause leave allowance so employees can confidently take time off or work from home when they have severe menopause symptoms.

Raise Awareness – offer training or webinars to educate employees and managers on menopause, the symptoms and how it can impact people at work. Managers specifically should be given guidance on how to have sensitive conversations about menopause and create individual support plans.

Listen – whether through dedicated advocates, or one-to-one conversations, listen to feedback from affected employees and adapt policies or devise initiatives that directly address the difficulties they are experiencing.