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Understanding Menopause: The Impact on Wellbeing and Work Performance
October 23, 2024

If you’re looking to create a more inclusive and supportive workplace while boosting employee wellbeing and productivity, understanding the impact of menopause is essential. This blog explores why menopause matters at work and offers practical strategies for fostering an environment where everyone can thrive.

Menopause is a natural phase in a woman’s life that marks the end of her reproductive years. While this transition can occur naturally between the ages of 45 and 55, it can also be triggered earlier due to medical procedures or treatments. The period leading up to menopause, known as perimenopause, can last several years and bring a host of physical, emotional, and mental changes. These changes, while natural, can have a profound impact on an individual’s wellbeing and work performance. Each individual’s experience of going through this menopause transitional stage will be unique in the symptoms experienced, their severity, and the impact that they have.

The Impact of Menopause on Mental Wellbeing

Menopause is often associated with well-known physical symptoms like hot flashes (also known as ‘hot flushes’), joint pain, and night sweats, but its psychological effects can be just as impactful. Women often experience anxiety, depression, mood swings, and irritability during this time. These emotional shifts are closely tied to the hormonal fluctuations that occur during menopause, particularly the drop in oestrogen levels.

However, the impact of menopause is not always widely recognised, even by the women experiencing it. Many might find themselves wondering if something is wrong with them, unaware that these changes are a natural part of this life stage. Menopause can bring on a wide range of physical and cognitive symptoms that can be both surprising and overwhelming. Common effects include tiredness, lack of focus, and forgetfulness, making it difficult to retain and use information effectively. Many women also report a loss of confidence, feeling panicky or scared, and struggling with the stigma that surrounds menopause. Hot flushes, sudden losses of train of thought, and a pervasive sense that something is amiss can lead to feelings of isolation. These experiences, while common, are not often discussed openly, contributing to a sense of confusion or self-doubt during this transition.

Perhaps one of the most challenging symptoms for many women is known as “brain fog,” a collection of cognitive difficulties that include memory problems, trouble concentrating, and an overall lack of clarity. Studies have shown that these symptoms are present when systematically researched; women’s memory performance often changes during menopause, particularly in tasks requiring verbal memory and learning. Although these cognitive issues tend to be mild for most women and often improve post-menopause, they can still disrupt daily life and work performance for years.

Menopause and Workplace Performance

Workplaces are often unprepared for the challenges menopause brings to their employees. Research indicates that up to 80% of women globally experience noticeable symptoms during menopause, with 67% reporting that these symptoms negatively affect their work. Among those affected, 53% have been unable to attend work due to menopausal symptoms, and 6% report leaving the workforce entirely as a result. Despite these figures, many workplaces remain slow to recognise menopause as a significant issue requiring support and adjustments.

Another potential issue is that the cognitive and psychological symptoms of menopause can be easily misunderstood in the workplace. For example, forgetfulness or difficulty concentrating might be perceived as a lack of preparation or commitment. This can lead to women feeling stigmatised, unsupported, and even discriminated against. The stigma surrounding menopause often forces women to hide their symptoms or joke about them rather than seek the support they need. This lack of openness contributes to reduced productivity, decreased engagement, and an increased likelihood of leaving the workforce.

Why Supporting Menopause in the Workplace is Essential

Menopause is not just a personal issue – it’s a workplace issue that affects business outcomes. When employees feel supported, they are happier, more engaged, and more productive. Ignoring menopause can lead to significant losses in terms of talent and productivity. Women may pass up promotions, reduce their working hours, or leave their jobs entirely if they do not receive the support they need during this life transition.

Workplaces have a responsibility, both ethically and legally, to ensure that women experiencing menopause are supported. In the UK, for example, the Equality Act 2010 protects workers from discrimination, and the Health and Safety at Work Act 1974 mandates that employers ensure the health, safety, and welfare of their employees as far as is possible. Offering support and accommodations for menopause is not just about compliance – it’s about fostering a healthier, more productive workplace for all.

How to Create a Menopause-Supportive Workplace

There are several steps workplaces can take to reduce the impact of menopause on employees and to create a more supportive environment:

  1. Raise Awareness: Promote an open culture where menopause is recognised as a normal phase of life. Awareness campaigns can help reduce stigma and encourage women to seek support without fear of judgment.
  1. Train Managers and HR: Ensure that managers and HR professionals are educated about menopause and understand how to support employees going through it. Training should cover the common symptoms, potential impacts on work performance, and available accommodations.
  1. Provide Accommodations: Flexible working hours, increased breaks, and the ability to control temperature and lighting in the workplace can make a significant difference. For example, allowing employees to take more frequent breaks or adjust their schedules can help them manage fatigue and other symptoms.
  1. Create Support Networks: Establish peer support groups, mentoring programmes, or even designated Menopause Champions within the workplace. This provides a space for women to share their experiences and access advice and resources.
  1. Encourage Open Dialogue: Encourage employees to have open conversations about their wellbeing, including menopause. Listening to their experiences and offering support can make a significant difference in their engagement and productivity.
  1. Provide Access to Professional Support: Offering access to professional support, such as therapists or menopause specialists, is crucial for helping women navigate the emotional and psychological challenges of menopause. This not only ensures that employees receive expert guidance but also fosters a sense of being valued and supported within the organisation, leading to increased wellbeing and retention.
  1. Encourage Healthy Lifestyle Choices: Supporting women in maintaining healthy lifestyle habits like regular exercise, balanced nutrition, and stress management is essential. These choices can alleviate many menopausal symptoms and improve overall physical and mental health. Offering wellness programmes or resources that promote healthy habits empowers women to take control of their wellbeing during this life transition.

Conclusion

Menopause is a natural and inevitable part of life, but it can also be a time of significant challenge. For too long, the topic has been surrounded by stigma and misunderstanding, particularly in the workplace. However, with awareness, training, and supportive policies, businesses can foster an environment where women feel empowered to thrive during this phase of their lives. Creating a supportive workplace for employees going through menopause is not just about retaining talent or enhancing productivity – it’s about promoting a culture of care, understanding, and inclusivity. By acknowledging and addressing the impact of menopause, companies can improve employee wellbeing and contribute to a healthier, happier, and more productive workforce.