What is the menopause?

There are three stages of the menopause; perimenopause, menopause and post menopause and over thirty reported symptoms of the menopause. Menopause occurs when a woman has had changes in their cycle over a twelve-month period, due to changes in hormone levels.

Many women will go through the menopause between the ages of 45-55 but for some women these changes can happen at a much earlier age and can occur either naturally or as a result of treatment or surgery for other health conditions. As a result of the changes in hormone levels women are at an increased risk of developing osteoporosis as oestrogen helps with calcium uptake in the body and heart disease.

Impact of the menopause on working women:

There are a wide range of symptoms, and the most common ones are changes in cycle, hot flushes, daytime sweats, problems with memory, loss of confidence, bladder issues, anxiety, depression, changes in mood, energy levels and sleep issues are some common elements of menopause experienced.

Other physical issues can include changes to skin and hair, headaches, palpitations, weight gain and joint and muscle discomfort. Digestive issues can occur, alongside changes in vision such as dry eyes and dental health.

Women’s experience of the menopause is individual to them and whilst some may struggle and experience many different symptoms, other women have an easier journey and are less impacted by the changes to their body during this period of their life.

Menopause often occurs when women are at the peak of their career and symptoms can impact their confidence in their ability to undertake their role, and reduce the likelihood of applying for promotion due to symptoms.

Decision making and efficiency can be impacted by symptoms such as brain fog, reduced concentration and attention levels, altered sleep, mood swings and low mood. Symptoms such as hot flushes or urinary frequency or incontinence can lead to feelings of embarrassment.

What can workplaces do to support women through the menopause:

Having a menopause policy that outlines how to support employees, promotes equality, inclusivity and diversity in the workplace A menopause policy may include information regarding possible symptoms and the potential impact on employees. It is helpful to outline within the policy the available support to employees such as flexible working requests, consideration of quieter workspaces etc.

Providing training for managers on supporting employees going through the menopause will foster the opportunity for confidential conversations with line managers regarding any menopause related concerns. Employers may also wish to consider the support of occupational health in assessing certain individuals’ health needs and providing advice on any workplace support and adjustment.

Small adjustments to a workplace can help to make symptoms more manageable for women struggling with symptoms. Using assistive software to help with planning workloads and making lists can help with brain fog, concentration and memory issues. Providing the use of a desk top fan or seating position near an open window or closer to bathroom facilities can be a simple but effective workplace adjustment.

Consideration of flexible working or adjustments to start and finish times if they are having difficulty sleeping or experiencing fatigue can be helpful, if this can be facilitated within their role. The provision of sanitary and feminine hygiene products in workplace toilets can be supportive measures for women whose menstrual cycles may be unpredictable. Understanding how the menopause can affect individuals and how to assist employees during this time by providing appropriate support will help to reduce stress levels, sickness absence and presenteeism in relation to any symptoms.