Up to a third of women will experience severe menopausal symptoms that can impact on their quality of life. It is in the work context that women often report greater difficulty in managing symptoms and can feel embarrassed and unable to disclose their menopausal status, fearing they may be stigmatised for being menopausal.

The most commonly reported difficulties that menopausal women report at work include poor concentration, tiredness, poor memory, feeling low/depressed and lowered confidence. Problematic hot flushes at work have also been linked to women having a higher intention to leave the workforce.

Employers are being encouraged to offer awareness and support to this population of employees and British Menopause Society has brought together resources to help both employers and employees.

What is the menopause?

It is the time in a woman’s life when her periods stop as a result of the reduction and loss of ‘ovarian reproductive function’.
Find out more here (PDF, 152KB).

BMS-Infographic A woman's relationship with the menopause SEPT2020
‘Menopause: The Change is Here’

Watch our unique programme hosted by Louise Minchin, with individuals, health professionals and businesses speaking out about menopause and the changing support in the workplace.

https://thebms.org.uk/publications/world-menopause-day-2021/

  1. Employers should ensure that policies are in place to help employees who are experiencing menopause related symptoms and support them during their menopause transition.
  2. Women should be encouraged to seek help for managing their menopausal symptoms and should be made aware of resources available for guidance. Information should also be provided to women on how they can access menopause advice and to make an informed decision on their management options.
  3. Employers should have defined pathways in place such as online training for employers and educational webinars on the menopause. This should be offered to managers, supervisors and team leaders. Employers should also include working flexibly (where possible) and adjustments to the workplace environment as part of such pathways.
  4. There is also a need for such processes to be rolled out nationally and to be included in local service policies.
  5. The incorporation of menopause support in workplace culture, policies and training should be in accordance with all legislative requirements in particular the requirements of the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1999 and the Equality Act 2010.
  6. Both individual and organisational level interventions are therefore recommended in order to meet the needs of working menopausal women.