Managing the menopause

Written by Louise Carr, Employment Partner at Bexley Beaumont

Bexley Beaumont, with offices in London and Manchester, is an award-winning boutique law firm focused on delivering excellent client services. Louise spoke at our HR Breakfast Briefing on World Menopause Day and provided this write up on the legal aspects of menopause in the workplace. bexleybeaumont.com

Women aged over 50 are the fastestgrowing segment of the workforce. We are trying to close the gender pay gap and can only do that if mid-aged women remain in the workplace.

To add to the complexity, many of those suffering from the menopausal, or perimenopausal symptoms are misdiagnosed or must wait a significant period of time before being given adequate health advice. This can lead to time off work, which can be viewed suspiciously and negatively by an employer that may not realise this complexity, and that may not be informed of the details by their employees, who will often be too embarrassed to speak about it.

The Fawcett Society has published the results of what is believed to be the largest survey of menopausal women in the UK. The survey was commissioned by Channel 4 and sought the views of over 4,000 women aged between 45 and 55.

According to the Fawcett Society’s report, one in ten women have left a job due to their symptoms and 44% of women said that their ability to do their job had been affected by their symptoms.

The report states that despite consistent evidence that workplace support helps employees who are experiencing the menopause, eight in ten women reported that their employer has not shared information, provided any training or put in place a menopause policy. Just over half of women said that they lost confidence at work (52%). 41% reported that the menopause or menopausal symptoms had been treated as a joke by colleagues.

The government has confirmed that:

• Women aged over 50 are the fastest-growing segment of the workforce. We are trying to close the gender pay gap and can only do that if mid-aged women remain in the workplace.
• To add to the complexity, many of those suffering from the menopausal, or perimenopausal symptoms are misdiagnosed or must wait a significant period of time before being given adequate health advice. This can lead to time off work, which can be viewed suspiciously and negatively by an employer that may not realise this complexity, and that may not be informed of the details by their employees, who will often be too embarrassed to speak about it.
• The Fawcett Society has published the results of what is believed to be the largest survey of menopausal women in the UK. The survey was commissioned by Channel 4 and sought the views of over 4,000 women aged between 45 and 55.
• According to the Fawcett Society’s report, one in ten women have left a job due to their symptoms and 44% of women said that their ability to do their job had been affected by their symptoms.
• The report states that despite consistent evidence that workplace support helps employees who are experiencing the menopause, eight in ten women reported that their employer has not shared information, provided any training or put in place a menopause policy. Just over half of women said that they lost confidence at work (52%). 41% reported that the menopause or menopausal symptoms had been treated as a joke by colleagues.
• Within the healthcare system, the NHS Menopause Improvement Programme is developing a model of workforce support that champions staff wellbeing so that women can remain and thrive in the workforce through and beyond their menopause. This will include national menopause guidance for the workplace, developed in partnership with menopause and workforce experts, that will be pioneered in the NHS and then shared with other sectors.