For something that is a natural and ‘non-optional’ part of the life of every woman, it is amazing how the menopause and peri-menopause (the months and years leading up to the menopause) is still a subject that is not seen as one for open conversation, especially at work. Whilst, thankfully, that does seem to be changing with many public figures and celebrities sharing their own experiences of how challenging and often significantly life impacting the menopause can be, it is clear that there is still a long way to go.

Menopausal Symptoms

Women can begin to be impacted by peri-menopausal symptoms from their twenties but for the majority of women, hormonal changes are likely to begin in their early to mid-forties. Some women will experience very few changes and life will go on as normal. But, for many women the symptoms can be highly disruptive, impacting on their ability to function as normal, especially in the context of work. Consider some of the common peri-menopausal and menopausal symptoms:

• Mood changes including anxiety and/or depression
• Significant and regular sleep disturbance
• Memory loss
• Panic attacks and heart palpitations
• Reduced concentration
• Hot flushes
• Recurrent urinary tract infections (UTIs) including cystitis

Any person, experiencing even 1 of the symptoms above could be forgiven for not performing at their best. If you are experiencing many of them, not just for a day or 2, but potentially for a number of years, it really does shine a light on the struggle many women have. What also shines a light on this issue is the fact that the highest suicide rate for women is between the ages of 50 and 55 (Samaritans, Suicide Statistics Report, December 2018).

Menopause at Work

So, what can you do, as an Employer, to support females in your team who may be struggling with peri-menopausal / menopausal symptoms?

Firstly, as with any situation where someone may be struggling with their health, is to ensure that the working environment is one that is safe and supportive so individuals feel able to raise and discuss their situation. The working environment covers not only developing a culture of support and tolerance, but also ensuring that Line Managers are trained to be able to foster that approach with their own teams and really understand the importance of doing so.

Line Managers also have a crucial role to play in being able to spot signs that someone may be struggling. Through engaging with the individual early on and then regularly checking in on how they are, a Line Manager can provide support that builds trust and reduces the stress associated with having health concerns at work.

It’s also important to listen to feedback from the individual about support they might need. Employers are under an obligation to make reasonable adjustments within the workplace that support individuals to be able to do their jobs so having open discussions about this will again foster trust and engagement and is likely to produce a better outcome for all. If you need further support, engaging HR or an Occupational Health Adviser can be helpful as they may be able to offer suggestions for support that you won’t have considered.

Where performance becomes a problem

Occupational Health advice is also crucial if the menopausal symptoms are really impacting performance at work. Concerns about under-performance due to potential health issues need to be dealt with sensitively and carefully, to avoid alienating the individual and causing a potential legal issue. Again, engage positively and constructively with the individual, set out the areas you have concerns over and try to get to the real cause of the issue. Identifying this will greatly assist with providing the right support to hopefully get the individual back on track. If things don’t improve, setting clear performance improvement objectives, with realistic timescales for achievement will be needed.

Menopausal symptoms are likely to impact your female employees at some stage. Look at what you can do to foster a Company culture which is safe, tolerant and supportive of the different challenges that people face in their lives. When individuals trust their Company and Line Manager to offer support when needed, they repay this with loyalty and engagement, which is always good for business.

We have supported many clients with building a menopause policy and approach and in training Line Managers in how to positively manage the menopause at work and other sensitive issues / conversations in the workplace. If your organisation could benefit from this support, give us a call.

Have an amazing week!

Lisa