Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Register
Log in
Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Latest NewsReproductive healthWellbeing and health promotionMenopauseWellbeing

Education and support key to helping women navigate menopause at work

by Janet O'Neill 14 Oct 2024
by Janet O'Neill 14 Oct 2024 Image: Shutterstock
Image: Shutterstock

The more employers can do to educate women about the symptoms and timing of menopause, the more likely your valued female employees will successfully transition into the next phase of their life, argues Janet O’Neill

The theme for this year’s World Menopause Day later this week (Friday 18 October) is hormone replacement therapy (HRT). But, in discussing HRT, it’s important for employers to avoid presenting it as a magic bullet for ‘curing’ menopause.

On the one hand, menopause is a condition with symptoms, ranging from brain fog and fatigue to hot flushes, brought about by a drop in hormones. It would therefore appear to make sense that it can be ‘cured’ with HRT, which has had proven benefits for many.

Menopause and work

Lack of menopause support from employers still driving women to quit

Women 40% more likely to experience depression during perimenopause

Menopause guidance emphasises need for reasonable adjustments

However, it’s not as simple as this. Not only can many women not take it due to hereditary cancer risks and other conditions, but HRT doesn’t work for everyone. Not least because menopause isn’t a disorder to be treated, but rather a transition to be supported.

Also, much as poster girls for HRT, such as Davina McColl, have praised the benefits of HRT, they have also benefited greatly from making lifestyle changes, such as exercising, eating more healthily and drinking less alcohol, that are critical to managing menopause.

In talking to women about HRT, it’s therefore vital that employers don’t over-medicalise it or expect women to ‘recover’ from it, but instead think about all the things they can do to support women to make the changes needed to remain healthy and in work.

Support positive lifestyle changes

Exercise can help to improve sleep patterns, maintain a healthy weight and boost heart health, all of which can also become negatively impacted by menopause. However, it can be difficult for women with child and eldercare responsibilities to fit in exercise outside of work, so encouraging them to attend a lunchtime or late morning session can be hugely beneficial.

Managers should also encourage employees to take regular fresh air or movement breaks and women going through menopause to avoid ‘boom and bust’ working patterns. While they might have been able to cope with this before, better pacing themselves and knowing when to say no is essential to managing menopause symptoms such as fatigue and brain fog.

It can also be helpful to provide workshops and webinars on managing menopause symptoms. For example, ways of tackling feelings of reduced self-esteem, eating for energy and avoiding triggers for night sweats, such as alcohol, caffeine and smoking.

Put in place reasonable adjustments

An occupational health provider can work with both the manager and employee to understand how the individual’s symptoms are affecting them at work

For more than a quarter of women who say menopause symptoms have had a negative impact on them at work, it’s important for employers to consider reasonable adjustments. These can range from a reduction in workload to reduce mental health issues such as anxiety, to encouraging the use of memory aids to mitigate brain fog.

Something as simple as allowing someone experiencing problems sleeping to work more flexibly or start work a bit later can also make a huge difference to their ability to stay in work. As can allowing someone experiencing hot flushes to use a desk fan or wear a cotton uniform to keep these manageable.

An occupational health provider can work with both the manager and employee to understand how the individual’s symptoms are affecting them at work. From there, they can suggest reasonable adjustments that work for both the business and employee. The idea is that it’s far better to keep someone in work at 80% of their usual capacity for a time than lose them altogether.

Carry out pre-emptive workforce planning

Half the population will go through menopause, so as the workforce ages, it’s becoming increasingly important to anticipate the impact of menopause on the workforce. Otherwise, if everyone in a mostly female department goes through menopause at the same time, it could become unreasonable to allow all of them to work in a reduced capacity.

Critical to avoiding this is carrying out workforce planning to pre-empt which other departments could take people on a reduced capacity for a time and putting in place measures to bring women off reasonable adjustments once they’ve gone through menopause or symptoms improve.

At the same time, this workforce planning could look at the potential impact of other prevalent conditions, such as cancer or depression, and the effectiveness of the wellbeing plans in place for supporting everyone affected by a health condition to stay in work. Not least because most people want to remain productive and in work if supported to do this.

Help women recognise the onset of menopause

Perhaps one of the biggest challenges associated with supporting women through menopause is helping them to recognise when they’re going through it. Although menopause is clearly defined as having occurred when a woman hasn’t had a period for 12 months, symptoms can start ten to fifteen years before this.

On average, UK women reach menopause at age 51, which means women in their late 30s and early 40s can start to experience symptoms such as fatigue, memory loss and anxiety, without understanding what’s happening to them.

Many mistakenly assume they just can’t cope with the pressures they’re under. This causes one in ten women to quit their job and puts women at more risk of low self-esteem and suicide than at any other time in their lives.

With the psychological symptoms of menopause often being the most crippling, we also see a lot of women incorrectly referred to our occupational health services for mental health issues. Although we’re rapidly able to provide them with the menopause support and understanding needed, one in ten women without access to occupational health will have to attend six to 10 appointments to get a diagnosis from their GP.

All of this means that the more employers can do to educate women about the symptoms and timing of menopause, the more likely they are to get the support needed to successfully transition into the next phase of their life. A clear menopause policy, explaining what the menopause is, how to open up about it and what support is in place to help.

 

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

 

 

Janet O'Neill

Janet O'Neill is an experienced occupational health professional. She is head of occupational health training for PAM OH and deputy head of the National School of Occupational Health.

previous post
Older workers with health conditions face ’employment gap’
next post
Financier sacked for £11,700 company card bill wins damages

You may also like

Awareness weeks fuel spike in demand for mental...

19 May 2025

Preparing for a new era of workforce planning...

8 May 2025

Employers urged to do more to tackle loneliness

1 May 2025

Why employers must do more to support all...

24 Apr 2025

Nearly half did not take even one full...

14 Apr 2025

Gen X storing up health problems by failing...

28 Mar 2025

Employee Benefits Awards 2025 shortlist revealed

24 Mar 2025

What do welfare reforms mean for employers?

19 Mar 2025

One in four young people considering leaving work...

17 Mar 2025

Fifth of bereaved employees would have liked more...

10 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today