Catching up with the menopause

“Our mothers were largely silent about what happened to them as they passed through this midlife change. But a new generation of women has already started to break the wall of silence.” – Trisha Posner, author of This is Not Your Mother’s Menopause: One Woman’s Natural Journey Through Change 

Open conversations should be encouraged if you want your business to succeed in this day and age. Women have struggled enough throughout the years putting their personal needs aside.  

Women often juggle so much—raising families, smashing stereotypes and handling the pressures unique to womanhood. As they hit menopause, it’s critical that workplaces step up. We need to make sure our work environments are supportive during this natural phase of life. 

Workplaces must put a menopause policy in place. Here’s why…

Consider yourself educated

If you’re a business owner or manager, you need to hear this. 

According to the BBC, 23% of women have considered leaving their job due to the impact of the menopause and 14% want to hand in their notice. 

Menopause can bring lots of symptoms that affect physical and emotional wellbeing. From increased anxiety, hot flushes and insomnia to mood swings and brain fog, these symptoms can be challenging to manage. Many women often share how it can also impact their ability to work (no wonder!).  

It can also affect a woman at any point in their life. Women usually hit menopause between 45 and 55, but it can kick in earlier. Some start perimenopause in their 30s or 40s, and in rare cases, medical conditions or surgeries like hysterectomies might bring it on even sooner. 

We can’t afford to overlook the impact menopause has on the women who help drive our workplaces. Ignoring these challenges leads to increased absenteeism, reduced productivity and even the loss of some very good, long-standing talent. A menopause policy isn’t a ‘benefit’, it’s a necessity. It’s one step towards creating a supportive environment where employees feel valued and understood—because that’s how it should be. 

The whole world is changing, not just women 

Equality and diversity expectations are increasingly requiring accommodation for menopausal employees. Failure to provide could damage your company’s reputation. Imagine you had a woman working for you for 20 years, but as soon as she hits menopause and you’re not catering to her needs, she’ll take it personally. “I’ve worked here for so long and this is how I’m thanked!”. It’s a big upset waiting to happen. 

We’ve been in the HR game for a long time. We know what’s expected of you, even if you don’t. 

Let’s do the right thing

Implement a menopause policy that demonstrates your commitment to creating an inclusive and supportive work environment. We know that’s what you’re here to do anyway, otherwise you wouldn’t be reading this. 

Menopause affects half of your workforce at some point. Have a policy ready and waiting, because it’s your duty and it matters. 

Download our free menopause policy or get in touch to get your own tailored HR strategy.