Menopause, when periods stop for good, is a normal stage in every woman’s reproductive life. The symptoms usually begin in a woman’s forties, with the average age of menopause itself being 51. Experiences differ from woman to woman.
Symptoms also vary. Some are probably familiar – like unpredictable periods or heavy bleeding, hot flushes, night sweats, poor sleep and emotional outbursts. Others are less well known, including growth or loss of body hair, clumsiness, pins and needles and moments of forgetfulness or poor concentration. About 25 per cent of women have very debilitating symptoms.
When we consider that most women in the UK now work outside of the home, and that employment rates among women over 50 have increased dramatically over the last three decades, it is obvious menopause is an important workplace issue. This is for three main reasons.
The first is corporate social responsibility – the need to ensure that mid-life women have the highest possible quality of working life, and are able to work for as long as they choose, unimpeded by menopause-related difficulties.
The second is the law – workplace discrimination based on gender or age is illegal under the Equality Act.
The third reason is economic. Menopause symptoms can affect performance at work. They can also contribute to higher sickness absence. If a woman has to leave work because of her symptoms, replacing her costs an average of £30,000. So there are important cost savings to be made here, as well as the benefits of retaining expertise and experience.
Yet, as many women experience, menopause is not on most employers’ agendas. Little training or information about the menopause is provided for managers or any other employees. There is also evidence that mid-life women feel they are treated differently – perhaps even harassed or ridiculed – by others at work, whether they are actually menopausal or not.
Menopause at work: Eight ways employers can help
• relocation of desks closer to opening windows;
• more control over heating thermostats;
• provision of desk fans;
• plentiful supply of cold water;
• more frequent toilet breaks;
• flexible working arrangements; and
• rethinking of nylon uniforms
Source: The Menopause Exchange