Despite 80% of menopausal women being employed, menopause remains a taboo subject in the working world. Too often is it pigeonholed as a “women’s issue” – and while this isn’t technically wrong, it does ignore the broader implications of menopause in the workplace.
As the over-50s workforce reaches an unprecedented 10.9 million, there is now a significant portion of employees struggling with menopause. Employers must answer the call for inclusive policies that address the unique challenges of menopause – or risk reduced productivity, talent loss and declining business performance.
What is menopause?
Menopause marks the end of reproductive years and affects anyone who has periods. While it typically occurs in people aged 45-55, symptoms can begin 10 years in advance. These can be physical, like hot flashes, or psychological, like anxiety or depression, and they last for years.
How menopause impacts the workplace
There are few workplaces today that are immune to the impact of menopause. The physical and emotional toll of managing symptoms alongside work responsibilities can be overwhelming, pushing a lot of women to cut back on hours, avoid going to work or exit the workforce entirely.
According to a CIPD report, 73% of women in the workplace experience menopause symptoms:
- 67% said their symptoms had a negative effect on them at work
- 53% have been unable to go into work because of their symptoms
- 27% said their symptoms have negatively impacted their career progression
- One-in-six have considered leaving work due to a lack of support
Speaking with CFA UK, our CEO Victoria McLean, reminds us exactly why these statistics are so saddening: “Women in their 40s are in the prime of their working life. They’ve got all this knowledge to give to younger men and women in the organisation. We should be thriving, and yet we’re going through all this turmoil.”
But the impact of menopause in the workplace doesn’t stop with the women experiencing it; it ripples out to teams, managers and the entire culture. Without proper understanding, this can cause communication breakdowns, strained relationships, a lack of empathy from colleagues – and worst of all, a culture of silence, where women feel they must suffer privately.
The bottom line also takes a hit. Absences due to menopause symptoms amount to 14 million working days annually, with one-in-ten women leaving work because of them. Beyond the economic ramifications like lower productivity and higher employee turnover, this talent loss makes it challenging for organisations to retain the skills and experience they need to thrive amid a rapidly evolving world.
You’d think, from all these harrowing statistics, that robust menopause policies would be a given. Sadly, only 24% of women in the CIPD report said their organisation had a menopause policy in place, revealing that the road ahead is long.
Putting the ‘men’ in menopause: The importance of male allyship in the workplace
In a recent poll, Victoria asked, “Are businesses doing enough to raise awareness, create supportive environments and address the unique challenge women face during menopause?” an overwhelming 67% of respondents replied, “no”.
The most glaring reason for this is the misconception that men shouldn’t be involved in the conversation. Not only does this belief marginalise the experience of male family members, colleagues and partners, 77% of whom are negatively impacted by their partner’s menopausal symptoms, it also undermines the critical opportunity employers have to create a more inclusive workplace.
Including men in the dialogue destigmatises menopause so that women feel seen. In a paper on the psychological benefits of male allyship, OSF found that women with strong male allies at work experience a greater sense of inclusion. With male advocacy, women are empowered to speak up, making actionable support – like flexible work arrangements or wellness programmes – more possible.
This isn’t just about male co-workers being allies; half of menopausal workers feel supported by their colleagues, but only one-third feel supported by their manager or employer. Male leaders who champion menopause initiatives set a powerful precedent, embedding empathy into the company culture and signalling that menopause is a collective concern.
The role of education in making menopause an organisational concern
Research shows that one in three employers feel ill equipped to support women going through menopause. Clearly, there’s a skills and confidence gap that needs to be plugged.
Education is the answer. It must be brought into the heart of organisations via frequent training sessions, workshops or so-called menopause cafes. HSBC’s new menopause policy is the perfect example of how organisations can get this right.
Becoming the first UK employer to receive the Menopause Friendly Accreditation, HSBC’s approach includes:
- Weekly lunch-and-learn sessions, where colleagues get together and share experiences
- Having dedicated menopause Advocates and Champions to spread awareness
- Sharing resources and guidance via an online menopause page for employees
- Redesigning uniforms so that they’re more breathable for people with symptoms
- Ensuring their telephone counselling team are knowledgeable about menopause
- Involving men by integrating menopause into its broader employee wellbeing strategy
It’s this kind of collective and proactive effort that shifts the menopause narrative from being a private struggle to a shared organisational concern that affects everyone.
But, as Professor Jo Brewis says in this interview, “it’s not enough to say you’ve changed your culture without showing how that permeates across the whole organisation.”
To foster real, sustainable change, organisations must hold themselves accountable by tracking participation in training sessions, gathering regular feedback from employees and managers, or monitoring employee wellbeing metrics. Menopause awareness isn’t a one-time thing; efforts must be continually tracked and improved upon.
Supporting equity for women in the workplace
Menopause exacerbates existing gender disparities, like the pension gap, where women aged 65+ receive 26% less income than men. Not only that, an alarming number of businesses don’t consider menopause during performance reviews, fanning the flames of gender disparity in career progression.
Implementing a strong menopause policy that focuses on education and support helps organisations drive equity. When menopausal employees feel supported, they’re more likely to express their needs, and accommodating these needs ensures women have the same opportunities to succeed as men.
Better menopause support also benefits organisations long-term by retaining female talent. 900,000 women have left their job due to menopausal symptoms, perpetuating the underrepresentation of women in the workforce and disrupting long-term growth by depleting experienced leadership.
Women who feel supported are more likely to remain engaged, loyal and productive. This retention of talent contributes to greater diversity in leadership while fostering a more balanced and inclusive workplace that sets the stage for future success.
Embracing menopause awareness
Menopause is an organisational issue that requires collective attention and action. As the spotlight on this grows, companies must continue their conversations around menopause and ensure that everyone, regardless of gender or age, is part of the discussion.
This must go beyond box-ticking training sessions; inclusive workshops, support groups, open-door policies and flexible work arrangements – these are all crucial to developing a culture where women, and indeed all employees, have the confidence and support they need to be the best version of themselves.
Bring menopause awareness into the heart of your organisation. Learn more about our popular menopause workshops for HR teams, business leaders and employees.