Menopause, affecting more than just women.

Menopause and Work

With approximately 6 million of the 33 million people employed in the UK experiencing menopause, the affected women, usually between the ages of 45-55, constitutes about 18% of the average workforce.

Consequentially, this biological phenomenon will have an affect physiologically, mentally and emotionally on the afflicted women but will also have an affect their families, friends and colleagues too.

When and what happens

The average age of menopause is 51, however symptoms can begin in the late 30’s which is then termed ‘perimenopause’, which can be just as severe as the actual menopause. These symptoms can include fluctuations in mood, weight, temperature dysregulation and ‘brain fog’, along with the irregular menstruation and hormonal shifts that come with that.

It is said that 3 in 4 women within this age range experience symptoms, with 70% experiencing stress as a result and 70% also experiencing brain fog. Caused predominantly through the declining levels of oestrogen which assists the brains energy regulation, brain fog can impair cognitive functioning, reduce concentration, short term memory and recall capability and lead to further mental issues of low self-esteem and confidence, anxiety and depression.

Effects in the workplace

Experiencing any of these symptoms is difficult enough, but at an age where typically people are at the peak of their professional careers, it has led to 14% of sufferers to opt for part-time hours and 10% to actually leave work altogether.

Statistics show that out of those who were negatively affected at work by their symptoms:

• 46% felt less physically able with carrying out normal work tasks
• 49% notices they were less patient with colleagues and clients
• 68% felt more stressed
• 79% struggled with their concentration

Around half of women affected are reluctant to disclose their symptoms to employers and colleagues, due to fear of negative connotations and perceptions.

How to help those affected

The government committed to providing specific guidance to small businesses to support employees going through menopause and for companies with 250 plus employees to introduce menopause action plans to support those going through it.

Employers and co-workers should talk to their colleagues about what they would find helpful, making sure a good open line of communication is present, enabling reviews and adjustments regularly if necessary. If employees are struggling due to their symptoms and their work is notably adversely being affected, and timescales for improvements in performance, attendance or reduction in sickness are set, these must be reasonable. Reasonable treatment is the basis for any consideration at Tribunals.

Employers can take the following steps as positive actions to try and aid those needing support.

• Acknowledge menopause symptoms and take them seriously
• Put in place support for women experiencing perimenopause/menopause 
• Gain medical advice before taking action if any issues arise and ensure existing health issues are always taken into account.
• Educate and train managers and leaders in the workplace on menopause, its symptoms, how to have the conversations needed and how to provide support and adjustments.
• If there isn’t one already, look at implementing a menopause policy.
• Be aware that performance and absence issues may be related to menopausal symptoms and when holding reviews/appraisals be mindful of this.

The importance of taking positive action.

One issue for employers is that the symptoms of menopause could be such as to cause it to fall under a protected characteristic under the Equality Act 2010, either under sex, age, disability or gender reassignment, or a combination of these. 

There is no cap on compensation for discrimination, and it may include loss of earnings, loss of pension and injury to feelings which could be financially weighty. Defending an Employment Tribunal claim for employers means incurring significant legal costs, potential reputational damage and can have a detrimental knock-on effect on staff retention and future recruitment.

Therefore, by employers recognising the facts about menopause and its surrounding symptoms and proactively implementing measures and procedures accurately relating to it,  could lead to a reduction in absenteeism, the retention of talent, a boosted level of productivity and mitigate costly tribunal proceedings.