More than half of UK businesses (54%) do not currently have any dedicated menopause support in place within their organisation, such as practical or emotional support for employees to help them manage their symptoms and quality of life, research has suggested.
The poll by digital health and wellness platform Peppy came ahead of World Menopause Day next week (18 October), with a range of other organisations also warning that much more needs to be done to support women in the workplace who are going through menopause.
More positively, the Peppy poll of more than 500 HR professionals found that a fifth of employers (21%) were planning to introduce support within the next 12 months, which would mean two-thirds of businesses (67%) were at least offering some sort of support.
The range of support varied widely, however, with nearly half (46%) offering counselling and support with sleep and anxiety via a general benefits platform, such as an employee assistance programme. Nearly four out of 10 (39%) offered general menopause support from health and wellbeing benefits such as PMI and a third (32%) ran education and/or events specifically around menopause.
Nearly three out of 10 (29%) offered dedicated menopause support from a menopause specialist healthcare professional, and 26% offered line manager training specifically around menopause.
Mridula Pore, Peppy chief executive, said: “The workforce is evolving and becoming more multi-generational. The rate at which employers are taking up menopause support is positive, as these figures suggest. Although 24% of employers are not currently planning to support menopause in the workplace, they will need to adapt in order to compete in terms of recruitment and retention.”
Personnel Today and Peppy hosted a webinar that discussed how employers can build a culture of inclusivity for employees experiencing the menopause.
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However, research from healthcare provider Benenden Health has painted a more negative picture, arguing that only a fifth of employees (19%) are aware of any kind of awareness or available support at work for when they suffer ill health as a result of the menopause.
As many as a quarter of women (23%) who have suffered ill health as a result of the menopause had left jobs, it added, with a fifth not given a pay rise or promotion (18%) and more than one in ten having to go through a disciplinary procedure (13%), its poll of more than 2,000 employees and more than 500 employers has also found.
The research also identified the main things those experiencing the menopause said they would value from their employer. These were flexible hours (31%), the opportunity to talk (29%), being offered mental health support (27%), being offered time off (25%), changes to the temperature and ventilation in the workplace (23%), increased refreshment breaks (22%) and being provided with a private area (19%).
The Institution of Occupational Safety and Health (IOSH), meanwhile, has emphasised the need for employers to develop more inclusive and supportive workplace cultures and managerial styles to help menopausal women to feel comfortable discussing their symptoms and requesting support.
IOSH has recommended that employers consider whether existing policies and procedures cater for the psychosocial needs of menopause-related issues; ensuring risk assessments consider specific risks to menopausal women; identify reasonable adjustments; developing awareness, training and education strategies; and follow the advice of health and safety professionals.
Dr Karen Michell, an occupational health specialist at IOSH, said: “Menopause can and often does have physical, mental and emotional effects on women and their ability to cope with work. Yet very few workplaces and managers are knowledgeable on how to address work-related menopause issues and the preventive role that occupational health and safety can play
“This is concerning. As with other health issues, women, and in particular women of ethnic minorities, should feel comfortable being able to discuss their symptoms with line managers and other colleagues and be able to request additional support which helps them in their roles,” she added.
Finally, Towergate Health & Protection has recommended a six-point package of good practice for employers to follow. These are:
- Develop a menopause policy. Engage with the workforce to create this and ensure it is well communicated.
- Remove the taboo by making the menopause a normal part of conversation. Hold employee workshops as part of this.
- Offer resources to staff where appropriate, and raise awareness among all staff.
- Use training and workshops to equip managers to have supportive conversations regarding the menopause.
- Enable small adjustments where possible, like more flexible working hours, additional breaks, uniform changes.
- Provide reassurance.
Debra Clark, head of specialist consulting at Towergate Health & Protection, also advised employers not to make “stereotypical” assumptions. Although the average age for menopause in women is 51, women in their twenties and thirties can be affected by it, as can transgender employees.
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The fact the theme for this year’s World Menopause Day is bone health also highlighted that women can lose bone rapidly in the first years of the menopause and women are more at risk of osteoporosis than men, she pointed out.
“The menopause is not new; but talking openly about it is, as is providing employee assistance. While this can be a difficult time for many, with support and understanding, the menopause does not need to be an issue in or for the workplace,” Clark added.
