The perimenopausal and post-menopausal periods can be notoriously tricky for a range of reasons. Not only does menopause lead to a number of physical symptoms (hot flashes, fatigue and chills, to name a few) it can also affect your mental state. For some, it can lead to inexplicable mood swings; for others, it can result in more serious cases of depression and anxiety.

Menopause affects everyone in different ways, but for just about everyone, it can prove to be a period of physical and emotional upheaval. In turn, continuing on with day-to-day life as though nothing is happening can prove to be difficult or even impossible.

Here in the UK, menopause is still regarded as a mere inconvenience that women are expected to deal with without much support. Earlier this year, ministers rejected a proposal that would see a menopause leave pilot being trialled in England. However, small strides were made last year when the NHS implemented a new policy that allowed menopausal women to work flexibly. 

While companies and government policymakers are beginning to grasp the importance of supporting women through menopause, new research from the Chartered Institute of Personnel and Development (CIPD) highlights that much more needs to be done.

We spoke to Rachel Suff, the CIPD’s senior policy adviser for wellbeing and employee relations, about what this research says about menopause in the workplace today and what needs to be done about it.

Menopause in the workplace: a new study from CIPD

The CIPD’s 2023 Menopause In The Workplace study discovered some shocking statistics that indicate just how much attitudes and policies alike still deny the experience of menopausal women at work.

Not only does menopause make day-to-day work in an office a lot harder, but it also takes its psychological toll on women.

“Women can experience a very wide range of physical and psychological symptoms of menopause,” says Suff. “Every individual’s experience is unique and symptoms can fluctuate over a period of years. The main psychological symptoms can include mood disturbances, anxiety, depression, panic attacks, memory loss, loss of confidence and reduced concentration. Two-thirds of employees reported psychological issues.”

Over half of women going through menopause in the UK reported that their symptoms made going to work impossible and two-thirds claimed that menopause had had a negative impact on their jobs. Just over a quarter noted that going through menopause had hindered their career progression.

The culprit here is not menopause itself but rather our ongoing refusal to support women in their careers as they go through menopause. Only a quarter of respondents claimed that their organisation had a menopause policy in place. Over 40% claimed that there was no policy at their workplace, while a third didn’t know.

Why do so many companies still have no menopause support policy?

Many companies have begun to make their workspaces more inclusive and supportive of women going through menopause. In fact, almost half now offer support – that’s up from 10% just four years ago.

“However, there is still a considerable gap in workplace support that needs to close completely,” Suff says. “This is partly because there is still stigma around menopause and a lack of focus on women’s health in wider society.” 

Another reason for this gap is that some employers still don’t recognise menopause as a serious health issue that has very real effects on business performance. 

“The tide is turning, but we need to build even more awareness about the need to create menopause-friendly workplaces,” she says.

Does your workplace have a menopause policy?

While it is vital for employers to support their employers through menopause, if your workplace still doesn’t have a policy in place, it can be hard to know how to cope.

The best thing to do is to be open with your manager about the impact of menopause on your ability to work. 

“Try to talk to your manager about the impact that your symptoms are having on work and how much difference you think certain adjustments or support would make,” suggests Suff. “If you don’t find your manager to be very approachable, see if there is anyone else you can talk to, such as HR, a wellbeing champion or another manager.”

She adds, “If your symptoms are debilitating and you’re finding it hard to cope with certain aspects of your job, it may be helpful to ask for a referral to occupational health services if this is available. If your symptoms are very serious, your company could be vulnerable to a discrimination claim if they don’t support you, so they should listen to your concerns.”

How employers can prioritise menopause support

With so many workplaces (around 43%) still offering no clear menopause policy, it’s high time that every employer made it a priority to support their employees throughout menopause.

The CIPD suggests that employers:

• Create an open culture and encourage conversations about menopause 
• Develop a supportive framework and be clear on practical help that is available
• Offer a broad range of flexible working options to suit a variety of roles.
• Make sure that absence management policies are fair and flexible so they don’t unfairly penalise someone experiencing ongoing menopause symptoms
• Educate and train line managers so they are aware of menopause symptoms and organisational support
• Understand that simple adjustments to working environments can make a significant difference to someone’s comfort

Images: Getty