Menopause is a natural life stage that can significantly affect women at work, and workplaces need to adapt to support them.

Key idea: Lack of workplace support for menopause has significant costs, leading to lost workdays, women leaving jobs, and wider economic impacts.

Many women go through menopause during their working years. However, it has often been seen as a private matter or something that should not be discussed at work. This has led to a lack of understanding and support from employers.

When workplaces do not make small changes to help, women might miss workdays or even be judged unfairly on their performance because of their symptoms. For example, a woman struggling with concentration due to menopause might be seen as less competent, rather than needing support. This can lead to women feeling they have no choice but to leave their jobs.

Studies show that menopause symptoms lead to a lot of lost work time. In the UK, 14 million working days are lost each year because of menopause. Around 900,000 women have left their jobs in the UK because their symptoms made it impossible to continue working. In the US, a study estimated an annual loss of 1.8 billion dollars due to missed workdays from menopause symptoms. This shows a clear need for better medical help and more supportive workplaces.

Many women experience menopause when they are also dealing with other big life responsibilities, like raising teenagers or caring for elderly parents. This can feel like a "double or triple whammy" of stress and demands. It can also happen when women are reaching senior positions, and leaving work at this stage can affect their careers and contribute to gaps in pay and pensions.

“Around 900,000 women have left jobs in the UK because of menopause symptoms making continuing work impossible.”

Key idea: Advocates are campaigning for legal changes and workplace adjustments to better protect and support women experiencing menopause.

People are actively working to bring attention to this issue. Campaigners, journalists, and experts are using research to push for better support for workers. They are asking for changes in laws and encouraging trade unions to help.

In the UK, the Equality Act 2010 already offers some protection. Discrimination related to menopause can be covered under existing protections for age, sex, and disability. However, there are calls to make menopause a specific protected characteristic under the law.

A UK government group looked into why workplaces were not helping women with menopause. They suggested that employers can make positive changes by: changing company culture, offering training on equality, providing expert advice, having flexible absence policies, allowing flexible working hours, and making small, low cost changes to the work environment.

“Excluding menopausal women from the workplace is detrimental to our economy, our society and our place on the world stage.”

Key idea: Workplace culture and environment play a big role in how women experience menopause at work, affecting both physical and mental well-being.

The way people talk about menopause can be different across cultures. It is an issue that touches on both age and sex. Some workplaces might not realize that different cultures have different views on menopause.

For example, in some cultures, menopause might be openly discussed, while in others, it might be considered very private. This means employers need to be sensitive to different cultural attitudes when creating support systems.

Menopause can also affect a woman's mental health. A poll found that nearly half of women experiencing menopause reported that it negatively affected their mood and mental well-being. Employers should be aware of this link and consider mental health support as part of their overall menopause policies.

Some aspects of a workplace can make menopause symptoms worse. For instance, hot or poorly ventilated offices can make hot flashes much more uncomfortable. Remote working can offer some benefits, like more control over personal comfort, but it also comes with its own challenges, such as balancing work with home life and family responsibilities.

Key idea: There is a strong push to change laws to make menopause a protected characteristic, requiring employers to provide specific support and policies.

Currently, UK law does not specifically list menopause as a protected characteristic, meaning it is not directly covered in the same way as age or sex. However, there are strong calls for this to change. In 2022, members of the UK government considered adding menopause as a protected characteristic to the Equality Act 2010.

This change would mean employers would be legally required to make "reasonable adjustments" for employees experiencing menopause, similar to how they must accommodate disabilities. Without these specific protections, women who face discrimination because of menopause have fewer legal options.

There is also a push for employers to create official workplace menopause policies. These policies would clearly outline how the company supports employees going through menopause, helping to prevent discrimination and ensure a safe working environment. Some discussions even include the idea of "menopause leave," which would allow women time off specifically for menopause related issues.

“It is time to uncover and address this huge issue, which has been left near-invisible for far too long.”

Key idea: Awareness and support for menopause in the workplace are growing across many different industries and professions.

Many different types of organizations are starting to recognize the importance of supporting women through menopause. For example, several high profile people in the media and entertainment industry have shared their personal stories to raise awareness.

Universities like the University of Leicester and University College London have made changes to support their staff. Police forces in England and Wales have created national guidance to help their officers and staff. The NHS also acknowledges the need to support its many female employees, especially as people are working longer.

Even in politics, British Members of Parliament have advocated for clear workplace policies. They emphasize that menopause is not just a women's issue, but an economic and societal one. The legal profession is also providing guidance for women experiencing menopause and for judges hearing related cases. This shows a growing understanding and action across various sectors.