Six things employers need to know about menopause

Despite the fact menopause symptoms will affect nearly half of the workforce at some point, it has not historically been openly talked about in the workplace. But this has begun to change as more women join companies’ senior ranks, and employers increasingly wake up to the impact of menopause on their female talent, often at the peak of their careers.

As the menopause conversation opens up, your people are looking for support not only from you – their employer – but from their managers and teams, too.

So, what can you do to help? Here are six things employers should know about menopause.

1. Struggling with menopause symptoms at work can cost women their jobs Menopause usually begins between the ages of 45 and 55, but symptoms can start as early as in the mid-thirties, during a phase called perimenopause.¹ These are the years when women are likely hitting the peak of their careers – and probably balancing work with their own health and wellbeing needs, and caregiving demands too.

Unfortunately, some working environments are not adequately set up to support women through this challenging life stage – and this can have serious costs. According to Bloomberg, nearly 1 million women in the UK quit their jobs because of menopause symptoms and stigma.²

2. Menopause symptoms impact everyday life

The first step is to understand the symptoms. Menopause can place pressure on physical and mental health and put women at higher risk of anxiety, stress, cardiovascular disease and other health issues due to hormonal changes.¹ Do you know the most common menopause symptoms?

3. Menopause can affect younger women too

For some women, menopause can start much earlier than expected – in their 20s, 30s and early 40s. When a woman’s period stops before age 45 it’s labelled 'early menopause’ and before 40, ‘premature menopause’.

‘Surgical menopause’ can also follow a hysterectomy (an operation to remove the uterus along with other reproductive system organs) at any age.⁶ Some types of cancers, treatments for certain diseases and gender-affirming care can also trigger menopause symptoms or force early menopause.⁷

Starting menopause early can cause physical and mental health issues, and when it starts young, it can also cut a woman’s fertility window short.⁸ It’s important for employers to be mindful, that whatever age it begins, menopause can be a physically and emotionally taxing time. Does your company have support systems in place to help women who are struggling?

4. Employers can take action via wellbeing policies

One of the key steps you can take to show women you care about their wellbeing is to introduce policies that directly reflect their needs.

Investing in menopause care can not only provide value for your people now, it can also help you attract top senior talent on the lookout for employers who demonstrate that they value women’s health.

What do these benefits look like? The great news is many will be universally relevant for your wider workforce. For example, mental health services and employee assistance (EAP) programmes, support employees of all ages and life stages. But many companies are also now exploring fertility, family-building and menopause benefits too, which can be provided to global workforces by companies like our partner, Maven Clinic.^9,10

• Fertility and family-building benefits are rising in popularity among both Gen Z and Millennial employees.¹¹

• And Gen X women say they value benefits packages that provide menopause support.¹¹

5. Offering flexible working is just the first step

Flexible and hybrid working have become increasingly common. But working from home arrangements are not always appropriate every day or for every role.HR departments can take a leading role in making work environments more comfortable for women going through menopause. What could that look like? Options could range from introducing menopause leave policies, offering a four-day week in key roles or flexible hours, to improving workspaces’ air conditioning, easing work-wear policies to accommodate lighter options, or relaxing ‘camera-on’ policies for work meetings.

6. Workplace education tools can grow menopause allies

While the responsibility for creating a workplace-friendly workplace ultimately rests with you, the employer, true cultural change happens when all your people are on board. Be aware that not everyone wants to discuss their health with their colleagues – 80% of women in one survey said they felt menopause is too personal a subject to discuss at work.¹²

But by becoming allies, your people, particularly managers, can still play a part in helping you ensure your company offers an inclusive environment. Introducing educational campagins into your wellness plans can help you and your people create a workplace that is inclusive for people going through menopause.

We have joined forces with our global wellness partner, Maven,⁷ to launch a new toolkit: ‘Building a menopause-friendly workplace’ – available exclusively to MAXIS clients now.

Will Porteous, Chief Growth Officer at Maven, said: “With one in five members of the workforce impacted by menopause, the global community of women going through this journey is among the fastest growing cohorts in the workplace but remains the least supported and least understood.“Education is a crucial first step in understanding the challenges faced by women experiencing the symptoms of menopause, both in their personal lives and at work.”