World Menopause Day
The 18th of October marks World Menopause Day, an occasion which aims to increase awareness, end the stigma of menopause, and highlight the support options available in improving physical and mental wellbeing. 8 out of 10 menopausal people are in work, and with 72% of menopausal employees feeling unsupported at work, it’s imperative employers make their workplace one of support for those who need it.
Menopause is more than an issue which solely impacts the person affected, as it affects the organisation, impacting upon colleagues both directly and indirectly. Menopause awareness is crucial for bringing down the stigma of menopause, so women can begin to get the support they need without feeling anxious. Valentine Occupational Health is proud to align itself with the values of World Menopause Day and seeks to support organisations in their efforts to enhance employee wellbeing where needed.
What is menopause?
Typically, a woman goes through her menopause when they are aged 45-55, following on from their menopausal transition, or perimenopause. This transition can last seven years but can be up to 14 years. The duration can depend on several factors such as lifestyle habits, age, race, and ethnicity. The transition can affect a woman in various ways. The body will start to use energy differently and women may gain weight easier than before. Women can also experience changes in their physical wellbeing, specifically in their internal health and day-to-day ability to function.
The menopausal transition can often be referred to as “menopause” however actual menopause doesn’t occur until one year on following a woman’s final period. It can also be started following a hysterectomy or from the removal of the uterus. Many women experience different symptoms during menopause. For some the symptoms may be mild, being treated with simple lifestyle changes, however for some women it may be more severe. Some women may not require treatment at all.
Following on from menopause, a woman enters postmenopause. It’s during this time that they can be vulnerable to heart disease and osteoporosis, which affects and weakens the bones. Through postmenopause, it’s key that a woman maintains a healthy diet, stays active and get enough calcium to mitigate any concerns.
How it affects an employee
Women undergo a variety of symptoms because of menopause, with many culminating in an experience unique to them. Some symptoms may be a result of a woman’s age, however the main symptoms for menopause are:
Changes in their period
This can often be what a woman notices first. Their period can vary greatly from what they are used to. It can be shorter or longer, sometimes changing from month to month and occurring at a slower or faster pace. This is normal, however medical help may be needed if periods happen very close together, involve heavy bleeding or last for more than a week.
Hot flushes
Hot flushes are a common symptom and can occur for several years following menopause. It’s a sudden feeling of heat in a specific part or the entirety of the body, resulting in heavy sweating and shivering. It can be significantly uncomfortable for a woman, to the point where it can wake them up in the night or overwhelm them during the day. They can occur between 30 seconds or 10 minutes, occurring multiple times in an hour, several times during the day or just a few times a week.
Control of the bladder
An employee affected may have the sudden urge to urinate, this may be something which they can control but otherwise they may urinate accidentally during exercise or even as they laugh or sneeze. Those affected may wish to seek medical advice.
Sleep
Women affected can have difficulty in getting a full night’s sleep. They may struggle to get to sleep at all or may wake earlier than they need to. On top of this, they may be experiencing night sweats too, which can wake them up in the night. This can affect them throughout the day, as they may struggle to operate when they have gotten less than minimal sleep the night before. Sleep during this time can be improved with a regular sleep schedule and by avoiding napping during the day. Avoiding caffeine and large meals in the night can also help significantly.
Mood changes
Employees affected may experience mood swings during their menopause, finding themselves to be easily irritated and annoyed. It’s difficult to conclude why this happens, however researchers have suggested it’s a culmination of several issues, such as family changes, tiredness and background stresses. If employees are finding their mood being affected, they should speak with their care provider about what they’re experiencing.
How it can affect an employer
The British Menopause Society, in a survey of 1,000 women, found that 45% of women believed menopause had a negative affect on their work (BMS, 2021). In the same study, they found that of those who needed to take a day off work due to menopause symptoms, 47% did not tell their employer the real reason for their absence.
There are several ways an employer can help the women in their workplace going through menopause, work comfortably. This can include:
- Flexible working such as remote working or flexible roles
- Counselling through an employment assistance programme (EAP)
- Flexibility regarding how often employees can take a break during the day
- More time to prepare ahead of meetings and communications with the team
Employers must make sure that there are steps and procedures to support staff where possible in the event of menopause. Having regular conversations with staff and finding out what support they need can be great for supporting staff in the moment and going forward for future employees too. Listening and actioning on their concerns can also resolve issues before any legal action takes place.
Although menopause is not a protected characteristic under the Equality Act 2010, a woman can raise gender discriminatory concerns if they are put at a disadvantage or treated less favourably because of their menopause.
It’s essential that employers are available to be spoken to about menopause. Understanding and increasing their own awareness of menopause, as well as their team’s, can help their team be more open about what symptoms they may be experiencing. It may be uncomfortable for employees to open up and speak to their managers or employers about their menopause, so it’s crucial that managers make it known they are available whatever the concern may be. Nonetheless, employees just may not feel comfortable speaking to their employer about it, in which they should be directed to someone who can best support and help them.
Menopause in the workplace
The Faculty of Occupational Medicine has suggested that regular, informal conversations between managers and their team can initiate a dialogue about health concerns, including menopause. It’s important to bear in mind however that menopause should only be brought up when an employee mentions it directly. It is not suitable for mangers to suggest employees are going through menopause otherwise.
It can be key for managers to regularly check up on their employee’s wellbeing. If menopause is ever brought up by employees, it’s important to note that it’s a natural part of life, that accommodations can easily be made, and support is always available.
There are several ways employers can help their workplace become a place of support for those going through menopause:
- Increase awareness – Help employees and managers gain a better understanding of menopause by researching the topic. This will help managers become more approachable for those who need support.
- Check in – Regularly asking employees about their mental and physical wellbeing through informal conversations can initiate positive dialogue and give employees an opportunity to voice any concerns.
- Be flexible – Be ready to offer any relevant adjustments and offer accommodations to employees where possible.
- Treat every case individually – Women going through menopause often have an experience unique to them. Make sure not to treat every case the same and speak with each employee and look at their individual concerns.
- Review every case – It can be uncomfortable for employees to raise menopause concerns to their employers, especially if it’s someone of the opposite gender. Employers must approach any concerns with openness and empathy, so employees are not embarrassed when voicing their concerns.
- Stay confidential – Once an employee has a conversation with their manager, the manager must keep the conversation confidential. It’s crucial that employees know they can trust their managers and their organisation.
How Valentine Occupational Health can help
Valentine OH understands the importance of ensuring the workplace is a place of support for women going through menopause. Occupational health plays an important role supporting menopause in the workplace. As employers begin and continue to provide training and support on menopause, policies and guidance may suggest referrals to occupational health as part of the process.
At Valentine Occupational Health, our team can help your workplace be one of support, awareness, and openness for menopause. We can help you and your staff through challenging times at work, ensuring positive physical and mental wellbeing for your people.
Contact us to find out more at 0800 020 9913 or email us at service@valentineoh.co.uk