World Menopause Day 2024

Monday, 14 October 2024

18th October is World Menopause Day which is marked every year and coincides with Menopause Awareness Month. It aims to raise awareness of the menopause and support options available for improving health and wellbeing. Menopause marks the end of a woman's menstrual cycles, typically occurring between the ages of 45 and 55. While it is a natural biological process, the symptoms and experiences of menopause can vary widely among women. Common symptoms include hot flushes, night sweats, mood swings, and changes in sleep patterns, but the impact can extend far beyond the physical symptoms.

Menopause can have a significant impact on a woman’s professional life, indeed the Women and Equalities Committee survey showed that 99% of 2,000 women polled experienced at least one menopausal symptom which also negatively affected them at work. Difficulty sleeping was the most reported (81%), followed by memory problems and/or concentration (75%) and hot flushes (72%). These led to a loss of ability to concentrate (72%), increased stress (70%) and a loss of confidence (67%) (Menopause and the workplace survey results - Women and Equalities Committee). The Recruitment and Employment Confederation (REC) report on Menopause and Employment revealed that close to 4 million women aged 45-55 are in work in the UK – a rapidly increasing population – meaning there are few workplaces where the menopause is not being experienced by staff. The REC report highlighted that there are more than 30 physical and mental conditions that may be caused by menopause transition.

Research by the Government Equalities Office into the impact of the menopause published in 2017 (Menopause transition: effects on women’s economic participation) concluded that unlike pregnancy or maternity, the menopause is not well understood or provided for in workplace cultures, policies and training. This lack of understanding overlooks the clear business case for supporting older women to remain in the workplace, around issues such as retaining skills, gender pay gap and reducing business costs and risks. Indeed, without proper support, many women and people with menopause symptoms feel forced to reduce their hours, pass up promotions or even quit their jobs because of a lack of support (Menopause in the Workplace Resources Hub - Help to Grow).

So the menopause is a key workplace issue which everyone will encounter, whether first-hand, or via their colleagues, families, and friends, so it is essential to break the taboo, provide the necessary support and create an environment where women feel comfortable discussing their needs and seeking accommodations. Flexible work hours, access to wellness programs, and a supportive culture can make a substantial difference. Indeed, detailed in the graph below are some of the adjustments requested by employees, based on the findings from the Menopause and the workplace survey. The majority of those who requested an adjustment received some form of adjustment; however, 30% received no adjustments. Of those who received adjustment, 55% found those adjustments useful.

When asked “What do you think is the most important thing employers can do to support employees experiencing menopause?”, a number of themes emerged as to what respondents wanted their employers to do, including:

  1. a) Provide adjustments
  2. b) Have policies
  3. c) Provide flexibility
  4. d) Education
  5. e) Support cultural changes
  6. f) Develop support networks

 

More organisations have been introducing menopause guidance, policies, and support. Having a menopause policy can help everyone in the organisation understand what the menopause is, how it can affect people, how it affects everyone differently and what support is available to staff experiencing the menopause transition. A CIPD poll in 2019 (of almost 500 members) revealed just 9% of organisations were providing dedicated menopause support but after a repeat poll in 2021, this figure was almost a quarter, 24%. CIPD have produced The menopause at work: A guide for people professionals | CIPD and Menopause resources | CIPD providing recommendations and advice on how to apply good practice in the workplace.

Employers have a duty of care for employees’ health and wellbeing and not to discriminate directly or indirectly on the grounds of sex, age, or disability. The Advisory, Conciliation and Arbitration Service (ACAS) have provided useful guidance on Managing the effects of the menopause: Menopause at work - Acas and recommend employers should review health, safety and wellbeing policies to make sure they cover any links with the menopause. To find out more, listen to this podcast on Inclusive workplaces – supporting women through menopause | Acas.

Key recommendations from the REC Menopause and Employment report suggest launching a collaborative and government-backed employer-led campaign covering:

  1. The importance of open conversations about the menopause in the workplace to help break down the taboo and normalise the issue;
  2. The importance of training line managers, acknowledging all people are affected by the menopause in different ways; and where to signpost for further help (OH, GP, etc.);
  3. The importance of awareness-raising and action to combat bias and harassment;
  4. The need for workplace adjustments in addition to flexible working;
  5. The value of support groups and specialist support;
  6. Sick leave policy/procedure;
  7. Performance management;
  8. Flexible working rights;
  9. Returner programmes to include and highlight post-menopausal opportunities as well as post-maternity.

The Menopause Workplace Pledge was launched in 2021 by Wellbeing of Women, in collaboration with Hello! Magazine and Bupa. The campaign is calling on every employer to take the Pledge and commit to providing menopause support. Over 1000 employers including the BBC, AstraZeneca, Royal Mail, Co-op, Tesco, John Lewis, and many hospitals, schools, universities, and other organisations have signed up, covering over 11 million workers across the country.

In March 2023, Helen Tomlinson was appointed as the Government’s Department for Work and Pensions DWP Menopause Employment Champion to focus on encouraging employers to develop menopause policies to create more supportive environments to help women experiencing menopause to stay and progress in work. In her No Time to Step Back report  launched on World Menopause Day 2023, she launched the Four Point Plan to improve support for people affected by menopause in the workplace. The four elements of this plan are:

  1. Sharing of employer best practice (within sectors) on a portal that is accessible to all employers whether large or small, free of charge. This has been achieved, and new content continues to be added. The Menopause Resources Hubon the GOV.UK Help to Grow portal provides menopause-related workplace guidance and resources for employers and their workers.
  2. A national sector-specific allyship programme which ensures no one is isolated and everyone has someone available to talk to.
  3. Menopause-friendly employers who will support, share, and advocate across their sector – retaining and attracting talent to the sector; and
  4. A communications plan to improve the working lives of women in their sector, achieved by amplification through strategic partnerships (providing business insights and evidence, employer resources for the Menopause Resources Hubon the Help to Grow portal, and stakeholder networks and events).

With the Labour Party now in power following a change in government, they pledged to mandate that larger employers (with over 250 staff) create menopause action plans and establish a statutory right to menopause (Women with menopause could get paid time off under Labour plan - BBC News). Labour’s policy will not set out specific requirements for employers allowing the action plans to be tailored to different workplaces. The action plans could include policies such as paid time off, uniform alterations and temperature-controlled areas in offices to help women manage menopausal symptoms. Employers will be required to submit their plans annually to the existing government portal used for gender pay gap reporting.

World Menopause Day serves as a reminder that menopause is a natural part of life that deserves understanding and respect. By raising awareness, educating the public, and providing support, we can ensure that all women have the resources they need to navigate this transition with dignity and strength.

Let us break the silence, embrace change, and celebrate the resilience of women everywhere.

Lizzy Turek

Client Research Associate

World Menopause Day 2024