Introduction: The Growing Demand for Menopause Support
Over one million women in the UK are actively seeking jobs that offer menopause support, highlighting a significant gap in workplace provisions. According to a nationwide survey conducted by Fertifa, in collaboration with menopause specialists Miss Charlotte Cassis and Mr. Gidon Lieberman, the lack of menopause support is pushing women to reconsider their careers. With over 3,000 respondents, the survey is the largest of its kind in the UK, shedding light on the need for change. The results clearly indicate the detrimental impact that insufficient support for menopause has on women in the workplace.
Key Findings: The Impact of Menopause on Career Choices
The survey reveals that:
- 13% of women are currently seeking new jobs offering better menopause support.
- 27% of women without access to support at work have either left their jobs or are considering it.
- 67% report that menopause symptoms have negatively impacted their work, while 17% have taken unplanned time off due to these symptoms.
These statistics show that menopause symptoms, such as hot flushes, difficulty sleeping, brain fog, and migraines, don’t disappear when women arrive at work. Instead, they affect daily performance and productivity, often leading to career decisions that occur at the peak of women’s careers.
Barriers to Support: Stigma and Discrimination
Women make up 47% of the UK workforce, totalling approximately 13 million employees. Despite their essential role in the economy, many continue to face barriers when it comes to accessing menopause support. The survey indicates:
- 29% of women fear stigma or discrimination when seeking support for menopause.
- 61% do not feel comfortable discussing menopause with their managers.
Miss Cassis emphasised the significance of these findings, noting that “Cognitive and mental symptoms are reported almost as frequently as physical ones.” This highlights the need for workplaces to create a culture where menopause is recognised as a normal stage of life, and women are not penalised or stigmatised for discussing it.
Voices from the Workplace: Real Stories
A survey respondent shared their experience:
“At my former employer, a Fortune 500 company, there was no discussion of the topic, and no accommodations made (although condescending remarks certainly were). I would have appreciated open communication and education on the subject, acceptance that this is a normal life stage that half the population goes through, and consequences for those who made offensive remarks or sidelined women because of their menopause symptoms.”
Another respondent highlighted the impact of stigma:
I was exhausted from lack of sleep. Then groggy because of prescribed sleeping pills. I struggled on without talking to management because I was worried about being discriminated against if I asked for help.”
These stories underscore the urgent need for cultural change and proactive support systems that allow employees to speak openly about menopause without fear of repercussions.
Poor Practice: What Employers Are Getting Wrong
- Lack of Awareness and Training: Many workplaces fail to acknowledge menopause as a legitimate workplace issue, resulting in a lack of training for managers and HR teams. This ignorance perpetuates stigma and prevents open conversations.
- No Supportive Policies: Employers without menopause-specific policies leave employees without formal channels to request reasonable adjustments, such as flexible working hours or breaks when symptoms become overwhelming.
- Discrimination and Stigmatisation: When employees fear stigma or discriminatory remarks, it discourages them from seeking support, often leading to unnecessary absences or women leaving their jobs altogether.
Good Practice: Creating Supportive Environments
- Education and Training: Employers should invest in menopause awareness training for all staff, especially managers and HR, to normalise conversations and reduce stigma. Training should cover the physical, cognitive, and emotional symptoms of menopause.
- Implementing Menopause Policies: Organisations need clear policies outlining available support, such as flexible working hours, menopause leave, and the option to work remotely when symptoms are severe.
- Creating a Safe Space: Establish employee networks or forums where women can discuss their experiences and share advice confidentially. Employers can also designate menopause champions to advocate for the needs of women in the workplace.
- Employer-Funded Support: As one-third of respondents expressed the need for employer-funded treatments, companies should consider offering medical support, counselling services, or access to menopause clinics.
Employers Taking Action: A Positive Impact
Eileen Burbidge MBE, Director of Fertifa, states: “We’re pleased to partner with leading companies across the UK and Europe to support their employees with peri-menopausal and menopausal wellbeing. The survey underscores the positive impact of such initiatives but also highlights that much more needs to be done. Employers who prioritise this support not only retain talent but also create a loyal and productive workforce.”
Moving Forward: A Call for Change
The survey demonstrates that menopause support is no longer a ‘nice-to-have’ but a necessity for the modern workplace. Employers must recognise that nearly half of the workforce will experience menopause, and appropriate support is essential for talent retention, closing the gender pay gap, and ensuring gender diversity at senior levels.
- To employers: Normalise menopause discussions, Educate your staff, and Implement comprehensive support systems.
- To employees: Advocate for your needs, seek out resources, and share your experiences to drive change.
Menopause is a natural stage of life, and supporting those going through it is not just good practice, it’s essential for a fair and inclusive workplace.