Why workers may not reveal their menopausal symptoms

It is not commonplace for people to discuss menopausal symptoms with their colleagues, let alone managers. Many who do take time off work with menopausal related problems will also not often disclose the real reason for their absence. But, why is this?

• Some people feel their symptoms will be made a mockery of, and their symptoms will be made widely known to the workforce
• Matters of such a personal nature would not be well received and should not be disclosed within the workplace.
• Their symptoms might be embarrassing for them and/or the person they would be confiding in
• They do not know their line manager well enough or their line manager is male, younger or known to be insensitive

• They will be viewed as less capable than their peers
• Their job security will be at risk

Line managers don’t need to be menopause experts

As managers or employers, you may feel uncomfortable talking about the menopause, simply because you do not know enough about it.

Employers do not need to be aware of the nitty gritty detail, or indeed be qualified medical experts, but as a line manager, you need to remember that your responsibility is to support your fellow team members, to provide a working environment that is inclusive and protects the individual’s dignity at work. Your organisation may not have a ‘Menopause Policy’ to guide your actions, but recognising that managing an employee with menopausal symptoms fairly and sensitively is critical, both to support the individual and to ensure that your actions do not give rise to claims of discrimination.  

What this means for organisations

What employers can do are what you’d expect of any employer who wants to attract and retain a diverse and inclusive workforce. This starts with creating the environment to talk about menopause openly and without embarrassment. It is a natural phase in every woman’s life that needs to be normalised.

• Employers should ensure that all line managers have been trained to understand how the menopause can affect work, along with the workplace adjustments that may be necessary to support women who are experiencing the menopause.
• Employers should ensure that all staff members have been educated on a variety of issues including the menopause, as part of a wider occupational health awareness campaign. This is to emphasise that the menopause, along with other health conditions, should not be source of shame or embarrassment.
• All women in the workplace should be given information on how they can best gain the support for any issues that arise as a result of the menopause. Even with the best guidance and training, some women will always feel uncomfortable talking to their line manager. Other options should be made readily available, whether this is through a HR, Welfare or Occupational Health professional.
• Working arrangements should be made flexible enough to ensure they meet the needs of menopausal women, who may need to leave suddenly. Adjustments may include, for example, allowing the employee to take more frequent breaks during the day. The individual should never be penalised for requiring increased flexibility.
• Specific needs of menopausal women and their working environment will need to be assessed and addressed to ensure symptoms are not made worse. Issues that need looking at include temperature and ventilation, toilet facilities and access to cold drinking water.