With Menopause Awareness Month now underway for the month of October, it’s vital that workplaces take this time to consider how their policies and practices support health issues, as they will also impact women dealing with menopause.
Menopause is a simple fact of life, and very much a reality in the workplace. However, it isn’t paid much attention in the workplace as a health issue and therefore it is rarely managed in a way that is optimum.
In fact, research commissioned by Koru Kids found that a million women changed or quit their jobs due to a lack of menopause support and in turn, this loss of experienced workers has cost the economy £5 billion and with recruitment challenges ongoing, these losses will only cause further productivity and talent challenges for businesses.
In our Mental Health Index, we found that nearly half of UK employees (47 per cent) reported doing their job when feeling unwell (physically or psychologically) at least one day per week. This is particularly concerning for on-going or longer term issues, and is not healthy for the organization nor the individual. In many cases, a simple adjustment in work or flexibility in how and when work is done, can help employees dealing with menopause or any ongoing health issue, to work effectively without undue strain.
Accommodation does, however, require the employee to come forth and communicate their needs. Unfortunately, employees often delay any action until they are at the point of being unable to cope. With this the action might be to leave rather than seek support. Stigma and lack of knowledge of options underlie this problem.
Eradicating stigma and inaction starts with education. This can include wellbeing sessions on all aspects of woman’s health, including menopause, and training of managers on how to support employees with health needs.
The good news is that even though menopause is a noteworthy health issue, the support needed from a workplace point of view can be quite simple. For example, menopause can cause drastic changes in body temperature, which can be addressed with fans or offering desks with windows or air conditioning vents close by.
The symptoms of menopause may also include insomnia, irritability and depressive symptoms, all of which have a physical base but can impact behaviour and mental wellbeing. With this, employees should take advantage of the personal support offered by their workplace through their Employee Assistance Program (EAP) and their Telemedicine provider if available.
The need for self-care is critically important, and so is the value of working out a plan that works for the employee, in the workplace. Having a plan where health is supported, and work is sustainable is the key.
Paula Allen, Global Leader and Senior Vice-President of Research and Total Wellbeing at LifeWorks.
