Recent research suggests that more than 1 million women in the UK could be forced out of their jobs this year because their employers are failing to support them as they go through the menopause.
Menopausal women are the fastest growing demographic in the workforce* and according to the Faculty of Occupational Medicine** almost eight out of 10 of menopausal women are in work.
These figures demonstrate what a significant proportion of the UK workforce are affected by menopause and also highlight the huge failings that still exist around menopause awareness, training and provision in the workplace.
How menopause affects women in the workplace
The menopause and perimenopause are a natural part of the ageing process which are brought about by hormone changes that usually happen between the ages of 45 and 55. It can be an extremely unsettling and worrying time for women and there a vast range of symptoms which vary from one women to another but can include hot flushes, night sweats, weight gain, loss of libido and vaginal dryness, as well as incontinence and uterine prolapse, to name but a few. Menopause can also trigger mood swing, depression, and insomnia for many women.
How can we help to address menopause in the workplace? Dr ShirinLakhani offers these tips:
Don’t underestimate the impact
It’s important not to underestimate the huge impact these physical and psychological changes can have on a woman’s ability to go about her normal life, especially at work. Imagine, for example, having to work after having had no sleep, or whilst breaking out into sweats which see water running down your face whilst in a meeting. The physical symptoms are, for many women, debilitating. Then, in addition to this there are the psychological issues that come with the hormone changes too. Together they can make it much harder to be in the workplace and to perform a job, and also have a huge impact on a woman’s confidence.
Stop discrimination
Ten cases of alleged discrimination against women affected by the menopause have been heard by industrial tribunals in Scotland alone in the past five years.
Under the Equality Act 2010, menopause discrimination is largely covered under three protected characteristics: age, sex and disability discrimination. The Health and Safety at Work Act 1974 provides for safe working, which extends to working conditions when experiencing menopausal symptoms.
This act is outdated and archaic. We have campaigns to help fight the inequality that women face in areas such as period poverty, and during pregnancy, but the menopause sees women’s bodies undergo changes that are just as lifechanging, if not more so, as either pregnancy or menstruation. So surely it’s about time the law is changed to reflect this and give women more rights.
It’s an issue that MPs are currently working on, Caroline Nokes, chair of the Women and Equalities Committee, is currently chairing an enquiry lead by a group of MPs into menopause discrimination and Carolyn Harris, MP is also talking about at length.n.
But more still neds to be done to help reduce menopause-related discrimination so that women have the support in place to be happy at work during and after the menopause.
Speak out
Last November, employers were urged to support women during the menopause or risk facing legal action. This came off the back off the number of employment tribunals citing menopause having surged in recent years.
Fortunately, it feels like the the tide is beginning to turn with the way that the menopause is being discussed in the media. This is partly due to the fact that more and more celebrities are speaking out about their experiences of menopause, and partly due to an increased awareness of the symptoms and how they can be treated. One would assume that it’s taken so long to be addressed in the workplace because in the past many of the more senior positions in workplaces were traditionally held by men for whom the menopause was not an issue.
Also, historically, this topic has been taboo that was never discussed. Women were traditionally taught to put up with their symptoms and not complain.
It’s more important than ever that women speak out to support such law changes, so as to protect working women now and in the generations ahead. It’s only by breaking down the physical barriers such as these that we can truly begin to allow women to play on an even playing field with their male counterparts.
Funding HRT
One employer who is leading with the way in menopause rights is Timpson’s, which hit the press last year as well after offering to pay for HRT prescriptions for staff. The company has 450 women employees who could be of menopausal age, and since offering to pay for HRT prescriptions, they’ve had about 10 per cent of those come forwards saying that they would like to benefit from it. The APPG has worked towards achieving a reduction in prescription charges for HRT for women in England (it’s already free in Scotland and Wales).
Breaking the taboo
Talking openly about the menopause is the first step in breaking the taboo. The more it is talked about the less of a taboo it becomes. If employers and employees try to be more open about issues such as these then greater awareness is fostered and a more supportive, inclusive working environment will result.
