Menopause symptoms can last for months or years at a time – what do managers need to know to support their staff effectively?
CREDIT: This is an edited version of an article that originally appeared on NHS Employers
The menopause is a natural part of ageing that usually occurs between 45 and 55 years of age as oestrogen levels decline. Research shows that 10% of women leave their jobs, and many more reduce their hours or pass up promotions because of their menopausal symptoms.
With our population now living and working longer – and with so many people working in the NHS – it’s vital that staff are supported to stay well and thrive in the workplace.
Menopause is not just a gender or age issue; it can impact colleagues both directly and indirectly and it should, therefore, be considered as an organisational issue which managers need to know about, including how they can support their staff. They should also be aware of the indirect effects of the menopause on people such as spouses/significant others, close family members and friends of individuals going through the menopause. The transition can put additional pressures and changes on relationships and it is, therefore, important that managers are able to signpost to appropriate support channels.
Why do we need to know about the menopause?
Women make up 77% of the 1.3m people of the NHS workforce.
Data shows that menopause usually starts in mid-to-late forties, and women can experience an average of four years of perimenopause before their period stops completely.
Symptoms can last months or years, and can change over time; they can include cognitive, physical and psychological symptoms – for example, hot flushes, muscular aches, poor concentration, anxiety and headaches.
One-in-four people with menopause symptoms are worried about their ability to cope with life.
A survey from ACAS has found that a third of employers (30%) do not feel well-equipped to support women going through the menopause.
Improving the workplace environment
Research within the academic field indicates that some people are unwilling to discuss menopausal difficulties with their line managers. Increasing awareness of what the menopause is, and the impact it can have on a woman’s work-life, is key to educating the whole organisation, in order to best support colleagues.
Effectively gaining buy-in from senior leaders will help achieve menopause aims – read How to get your board onboard with health and wellbeing priorities, such as the menopause.
ACAS has published updated menopause at work guidance to help employers and managers support their staff. It includes tips for workers on how to raise any concerns and good practice guidance for employers to help manage menopause at work.
The Chartered Institute of Personnel and Development‘s Let’s talk menopause resource provides managers with tools on how to effectively support women going through the menopause at work.
The Faculty of Occupational Medicine’s (FOM) guidance on menopause and the workplace and infographic highlights that nearly eight-out-of ten menopausal women are in work – FOM also found that the majority of women are unwilling to disclose menopause-related health problems to their managers – this offers practical guidance on how to improve workplace environments.
Download the Health, Safety and Wellbeing Group’s menopause at work guidance to understand the principles that will support your organisation, line managers and the individual.
Recording menopause-related absence
The NHS electronic staff record (ESR) team has worked with NHS England to develop a guide on recording menopause-related sickness. The guidance includes step-by-step instructions on how to record menopause-related absence to help HR colleagues and ESR-users.
Nearly 60% of people between the ages of 45 and 55 who are experiencing menopause symptoms say it has a negative impact on them at work. By recording accurately, organisations can gain a better understanding of the impact menopause is having on their colleagues and put in place the necessary support.
COVID-19 considerations and the menopause
The COVID-19 pandemic has put inevitable pressure on all of our NHS people. Line managers should be aware of the additional struggles some people experiencing menopause may face, including the wearingof personal protective equipment (PPE) and menopausal symptoms because wearing additional layers, such as PPE, can exacerbate menopause symptoms like heat stress and hot flushes.
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