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:
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:
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:
Risk assess work environments:
Flexible working arrangements:
Enhanced sick leave and supportive leave policies:
Mental health and wellbeing support:
Awareness and education initiatives:
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:
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.