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Improving Menopause Support

Last updated: 20 Jan 2025 09:00 Posted in: AIA

Emma Vinton explains how menopause can be better accommodated by employers in the financial sector.

Menopause is a natural biological stage marking the end of the body’s reproductive capability. It typically occurs between ages 45 and 55 but can happen earlier or later. The global impact of menopause is vast. Around 25 million people go through menopause each year and this number is predicted to increase to 1.2 billion by 2030.

The menopause occurs in three stages:

  1. Perimenopause: This is a transitional period that can start several years before menopause onset.
  2. Menopause: This begins after the 12th consecutive month without a menstrual period. The ovaries stop releasing eggs, and hormone production (particularly estrogen and progesterone) decreases significantly.
  3. Postmenopause: This phase occurs after menopause and lasts for the rest of the person’s life. Symptoms may continue for a few years after menopause but tend to decrease in intensity and severity over time.

Menopause can greatly impact physical and psychological wellbeing at work. Some individuals develop symptoms in their 30s and are in substantive employment for many years. It is therefore imperative that employers understand how menopause might impact their working day.

Common signs

The reduction in oestrogen and other hormone levels during menopause can lead to a variety of physical and emotional symptoms, including:

  • Mood changes: Irritability, anxiety and depression can increase, possibly due to changing hormone levels.
  • Sleep disturbances: Insomnia and disrupted sleep patterns are common.
  • Cognitive changes: Memory problems and ‘brain fog’ (difficulty concentrating or thinking clearly).
  • Hot flushes: Sudden feelings of heat, often accompanied by sweating and a flushed face.
  • Night sweats and skin changes: Hot flushes and skin problems (acne, dryness, cracking and oiliness) can all disrupt sleep.
  • Vaginal dryness: Reduced oestrogen can lead to dryness, which can affect comfort and sexual health.
  • Bone density loss: Lower oestrogen levels can contribute to decreased bone density, making people more susceptible to fractures.

Women who experience early menopause (before the age of 45), are also at a higher risk of developing cardiovascular diseases and bone disorders like osteoporosis. This can cause pain and discomfort, which may limit work activities.

Male menopause: Men can experience male menopause (andropause) as testosterone levels lower. This usually occurs after the age of 50 and can cause mood swings, insomnia, loss of libido, erectile dysfunction and muscle wastage. Men are also less likely to discuss their health needs with colleagues, which can result in social isolation, task avoidance and withdrawal. If left unchecked, these issues may lead to other, more serious conditions such as stress or depression, so it is important to check in with our male colleagues.

Transgender menopause: Transgender people, particularly trans men (female-to-male) and some non-binary individuals who were assigned female at birth, may experience menopausal symptoms. Additionally, some trans women (male-to-female) might experience symptoms similar to menopause if they stop hormone replacement therapy (HRT) or experience hormone fluctuations.

Reasonable adjustments and accommodations

The Health and Safety at Work Act (1974) requires employers to provide a safe and healthy work environment for employees, including those who work from home. Workplace adjustments and accommodations refer to the changes made to a job, the work environment or the way tasks are typically done to allow employees to perform their duties effectively. These are tailored to meet the unique needs of individuals facing health conditions, disabilities or other challenges.

Workplace accommodations provide practical solutions to some of the challenges associated with menopause. Here are some useful examples that you can implement with your team:

Task management:

  • Break up large tasks: Allow large assignments to be split into smaller, manageable parts, making them easier to handle when experiencing fatigue or brain fog.
  • Adjust project timelines: Provide flexible deadlines for long-term projects or temporarily reduce workloads during peak symptom phases.
  • Offer job role adaptations: Offer temporary adjustments in duties if concentration, memory or other cognitive symptoms are affected.

Risk assess work environments:

  • Temperature control: Provide fans, portable AC units or easy access to window ventilation to help with hot flushes.
  • Break spaces: Designate quiet, relaxing break areas where employees can take a moment to rest.
  • Adjust workstations: Offer sit-stand desks to help employees find comfortable working positions.

Flexible working arrangements:

  • Adjust working hours: Employees should be able to adjust their working hours where reasonable if symptoms are distressing. Starting and finishing work at times that suit their physical needs may help them work around morning fatigue or nighttime sleep disturbances.
  • Offer remote working options: Offer the option to work from home on days when menopausal symptoms are particularly challenging.
  • Reduce hours or offer job sharing: Permit reduced hours or job-sharing roles to ease physical and mental strain.

Enhanced sick leave and supportive leave policies:

  • Allow flexible sick leave: Allow employees to take half-days or split sick leave as needed to accommodate fluctuating symptoms.
  • Offer paid leave for specialist appointments: Provide paid time off for medical appointments related to menopause.
  • Introduce menopause-specific sick leave: Introduce menopause-specific leave options so employees don’t use up standard sick leave.

Mental health and wellbeing support:

  • Access to mental health days: Allow employees to take days off specifically for mental health recovery, especially when anxiety or mood changes arise.
  • Onsite or online support groups: Encourage peer support groups where employees can share experiences and tips in a safe space.
  • Employee Assistance Programmes: Offer counselling services or mental health resources, including support specifically tailored for menopause.

Awareness and education initiatives:

  • Educational workshops: Host workshops with healthcare professionals to educate all staff about menopause and its impacts.
  • Introduce menopause awareness training for managers: Equip management with knowledge about menopause symptoms and supportive responses.
  • Inclusion in health and wellbeing policies: Integrate menopause support into existing health and wellbeing policies, making it an organisational priority.

Transgender employees:

The inclusion of transgender experiences in menopause-focused diversity, equity and inclusion initiatives can create a more compassionate work environment. Key accommodations include:

  • Adopting inclusive policies and language: Ensure that menopause-related policies are gender-neutral and explicitly inclusive of transgender and non-binary experiences. Use terms like ‘gender-affirming menopause’ and make it clear that accommodations apply to all employees experiencing hormone-related symptoms, regardless of gender.
  • Enhancing manager and HR training: Educate managers and HR teams on transgender menopause to increase awareness and reduce stigma. Training should emphasise the unique challenges that trans and non-binary employees might face related to hormone therapy and menopause, such as potential impacts on mental health and physical wellbeing.
  • Improving access to healthcare and support: Provide health benefits that cover HRT and related care, as well as mental health resources, which are especially important during hormone transitions. Consider including menopause counselling and trans-affirmative Employee Assistance Programmes to provide resources and support for hormone management and emotional wellbeing.

Why should I act?

Offering menopause-related accommodations isn’t just about compliance; it brings multiple benefits to employees and organisations. By implementing just some of these measures, you could achieve the following benefits.

Increase employee retention and reduce turnover costs: Employees who feel supported and valued are more likely to stay in their roles. Retaining experienced staff is crucial in accounting, where specific skills and industry knowledge are often developed over many years. Reducing turnover saves costs associated with recruitment, training and lost productivity. It also helps maintain consistency in client relationships – a very important part of accountancy.

Enhance employee productivity and focus: Fatigue, anxiety, hot flushes and brain fog can affect a colleague’s ability to focus, meet deadlines and perform at their best. Providing accommodations such as flexible working hours, comfortable workspaces or sick leave options directly addresses these challenges, helping employees to maintain high productivity levels, even as they experience these symptoms.

Boost employee morale and job satisfaction: Employees who feel respected and understood tend to have higher morale and job satisfaction. For those going through menopause, having workplace support can reduce feelings of isolation or embarrassment about their symptoms. Accountants who are happy in their roles are more likely to contribute meaningfully, collaborate effectively and positively represent the company.

Attract and retain a diverse workforce: Menopause accommodations can be a key factor in supporting gender diversity in the workplace. Women in their 40s, 50s and beyond bring valuable experience and expertise to accountancy firms. Supporting them through this life stage ensures that firms retain this talent. A diverse workforce that includes women in senior roles enriches company culture, offers varied perspectives and fosters inclusive decision-making. This commitment can also enhance the company’s reputation as a progressive employer, attracting top talent from diverse backgrounds.

Ensure legal compliance and risk mitigation: Under the Equality Act 2010, menopause-related symptoms can be considered a disability if they have a substantial impact on day-to-day activities. Failure to support menopausal employees can result in discrimination claims. By proactively implementing supportive policies, firms not only stay compliant with employment laws. They also avoid potential financial and reputational costs associated with legal disputes.

Enhance your reputation and employer brand: By showing care and understanding toward employees at all stages of life, including menopause, firms demonstrate a progressive, human-centred approach. A positive employer brand improves recruitment outcomes and customer trust. When clients see that a firm treats its employees well, they’re more likely to view it as trustworthy, ethical and forward-thinking.

Reduce absenteeism and presenteeism: Menopausal symptoms often result in increased sick days or presenteeism (where employees work despite feeling unwell, leading to reduced productivity). Offering accommodations, such as flexible work hours or private rest areas, can help mitigate these impacts. This enables employees to contribute more effectively, minimising disruptions and fostering a smoother workflow across teams.

Develop a stronger, more inclusive workplace culture: An inclusive workplace culture boosts team cohesion and trust. Employees who feel supported also feel more comfortable sharing their needs and experiences. This fosters collaboration and strengthens the team dynamic. These qualities are invaluable in team-based professions like accountancy.

Conclusion

By acknowledging and addressing the impact of menopause at work, employers can reduce turnover, boost productivity and enhance overall employee satisfaction. Reduced turnover translates to savings on recruitment, training and onboarding costs. Increased loyalty leads to higher productivity and a supportive culture ultimately attracts top talent and drives business growth.

 

Author biography

Emma Vinton is a Registered Mental Health Nurse, and Medical Writer at Educating Edward, a Newcastle-based firm specialising in psychiatry.