Menopause and the workplace

World Menopause Day was established in 1984 by the World Health Organization and the International Menopause Society with the aim of raising awareness of menopause which impacts the health and well-being of many women as they age and their reproductive hormones decline. The symptoms vary, but many women report negative impacts, such as reduced concentration and increased stress. 

The Government is also engaged in the discussion, with the appointment of the First Menopause Employment Champion in March 2023, Helen Tomlinson, in response to one of the recommendations from the independent Menopause and Employment report (menopause-and-employment-report.pdf (brc.org.uk)). This report made 10 recommendations, but not all were accepted, and the government response can be viewed here: Menopause and the Workplace: How to enable fulfilling working lives: government response - GOV.UK (www.gov.uk) 

Since her appointment, Helen Tomlinson has been focused on working with employers, the CIPD, ACAS, the BSI and other organisations to explore various ways to help support these issues in the workplace. She has announced a four point plan to improve menopause support in the workplace: 

1. Creation of a portal to enable employers to share best practice information; 
2. Creation of a national, sector specific, “allyship” programme for women; 
3. Acknowledgment of “menopause-friendly” employers who will provide sector specific support; 
4. Creation of a specific communications plan. No Time to Step Back: the government’s Menopause Employment Champion - GOV.UK (www.gov.uk))

World Menopause Day also saw new guidance released for businesses to help them support women affected in the workplace, which can be viewed here: Menopause support: For employers - Help to Grow

These are some top actions to consider for your workplace: 

1. Training: ensure your managers understand all the issues that relate to menopause in the workplace, such as: 
   1. What menopause is and how it can affect staff; 
   2. What the law is that relates to menopause; 
   3. What support can be offered; 
   4. How staff can be encouraged to raise any menopause concerns; 
   5. How gender identity links to menopause. 
2. Support: Ensure that your managers know what support is available (such as fleixible working) so that information can be accessed or adjustments made.
3. Policies: having a specific menopause policy can be a useful way of setting out what help is available and how to access it.
4. Communication: Consider whether you wish to appoint a specific menopause champion to drive the discussion and/or sign up to the Menopause Workplace Pledge: Sign the Menopause Workplace Pledge (wellbeingofwomen.org.uk)

It is important to be aware of these issues in managing your employees and we would be happy to assist with drafting policies for you, helping resolve any conflicts or providing training. Please contact us on 01635 896336 or hello@fentonelliott.co.uk for an initial chat.