HEYFLOW POLICY GUIDES
Menopause
Policy Guide
73% of women say that they feel like their employers aren’t doing enough to support employees at work during menopause (Ranstead, 2022)
Offering appropriate support for menopause in the workplace can help employees feel more included and reduce the embarrassment of issues that are often shrouded in taboo and silence despite them being a normal part of life.
Although not everyone who goes through menopause experiences symptoms in the same way, having a policy can be a significant step in creating a more supportive working environment for those who need it
We strongly encourage educating all employees on the impact menopause can have on the workplace, including those who will never experience menopause and those who aren’t of menopausal age. This increases employee performance, engagement and attendance while helping all employees and managers to understand menopause better, legitimising asking for and addressing further adjustments if needed.
Use of language
In this document, we use the terms ‘menopausal / perimenopausal people’ to refer to those experiencing menopause and perimenopause.
While almost all cisgender women will go through menopause at some point, because menopause is caused by fluctuations of oestrogen, these symptoms can also affect intersex people, trans men and non-binary people who have not undergone surgeries and Hormone Replacement Therapy (HRT).
Using similar terms in your menopause policy will allow you to be more inclusive of all people’s experiences of menopause.
Note: In some instances, we do use ‘women’ when referencing certain studies, this is due to those being the terms used in the source. Trans+ and intersex employees going through menopause will likely experience similar or increased levels of feeling unsupported due to a lack of research and understanding of their experiences.
Context
The inclusion points are not an exhaustive list for all working environments and some may just apply for desk jobs. HeyFlow Policy Guides, are just that, guides. Make sure to check with your country’s current laws and see your own legal advice.
What is menopause?
Menopause is diagnosed after a person has gone 12 months without a menstrual period. This typically occurs during ages 45-55. Roughly 5% of people who will go through menopause experience ‘premature menopause’ which is starting menopause before the age of 40.
Perimenopause is the phase leading up to menopause when oestrogen balances begin to change, and a person begins to experience menopausal symptoms.
All women start perimenopause at different ages. Perimenopause begins around 8 to 10 years before menopause and usually occurs in your mid-to-late 40s. However, it can start earlier.
In some rare instances people this can start as early as their 20s, these symptoms are often mistaken for other conditions which results in a lack of medical help until much later in their menopausal journey. This is why the education of all employees on menopausal health is vital to closing the knowledge gap and mystery of menopause in the UK.
Who is a Menopause policy for?
A menopause policy is for all people who will experience menopause at work, and for those who want to support them.
1 in 4 menopausal women feel like they don’t get the support they need from their manager, and 6 in 10 have said that their symptoms have negatively impacted their work. (CIPD, 2019)
Research suggests that, for 30% of women, the recent global pandemic has made the physiological and mental symptoms of menopause worse. (Menopause Hub, 2020)
Symptoms can manifest both physically and psychologically and with up to 34 symptoms, they vary greatly, the most common include:
hot flushes
night sweats
anxiety
dizziness
fatigue
memory loss
depression
headaches
recurrent urinary tract infections
joint stiffness, aches and pains
reduced concentration
heavy periods
Considerations for and possible points to include in a Menopause Policy
The policy considerations set out are suggested as support to make available to menopausal people before, during and after menopause.
A clear policy will help those suffering from menopausal symptoms and help them feel more empowered to ask for adjustments to ease their symptoms without shame and create a more inclusive work culture.
Minor adjustments to an employee’s working environment can make a huge difference. Here are some considerations to support an employee experiencing menopausal symptoms
Desk fans / Cool rooms
Roughly 85% of people experience hot flashes during menopause. Characterised by the sensation of heat, sweating, flushing, anxiety and chills lasting for 1–5 minute periods, they can cause particular stress in times where they are particularly severe and/or frequent.
Providing adjustments such as personal desk fans, or areas of the office that allow for cooler temperatures can help ease symptoms.
Relaxation rooms
Dedicated spaces where employees can rest and relax signal that it's ok to do so and may encourage taking breaks when needed, without needing to explain.
Quiet rooms
Having spaces where employees can work free from distractions and reactive conversations may help with taking off unnecessary additional pressure and ease symptoms.
Uniform considerations
If you require a dress code/uniform while at work, certain heavy fabrics can exacerbate hot flash symptoms, and light-coloured uniforms may increase anxiety levels for those who may experience unpredictable periods. Comfort waistbands and easy-access fastenings can help ease bloating and help those suffering from stiff joints and reduced dexterity.
Flexible hours
Approximately 61% of menopausal people have trouble sleeping, often caused due to hot flashes at night and night sweats which have a knock-on effect on morning routines, daytime drowsiness and fatigue.
Having flexible work hours around core times or allowing an employee to manage their work schedule can allow them to better balance their sleep and work schedules meaning they are more present and efficient whilst working.
Similarly, allowing for regular breaks will help with symptom management.
Remote / Hybrid working
There are multiple symptoms of menopause which may be easier to manage at home rather than the workplace. Allowing hybrid and/or remote working during times of intense symptoms can be beneficial for many employees.
Menopausal leave
Consider having menopausal leave days in addition to generalized sick leave, as often those who experience regular symptoms feel like they want to ‘save’ their sick days meaning they do not take time off although needed.
If possible, offering this time as paid leave will increase the likelihood of it being taken as an employee will not be put at a financial disadvantage during times of intense symptoms.
Flexible employee benefits
Some employee benefit platforms provide allowances for employees to spend on wellness and lifestyle products, including period and menstrual pain relief and management products.
Medical support
Providing private healthcare, including GP services significantly reduces wait times and may lead to quicker diagnosis of early perimenopause as well as more complex reproductive health conditions.
Internal support
Raising awareness for all staff of menopause, its symptoms and support to build an inclusive culture will help menopausal employees feel more comfortable with raising issues, but sometimes it is useful to have a dedicated employee outside of HR/line management where conversations can feel less formal to help people feel more open.
In the case of menopause support, some studies suggest that there would be a preference for being part of already existing initiatives such as Mental Health First Aiders / Equality Champions rather than a specific ‘Menopause Champion’ as it can make them feel singled out, rather than part of a general conversation around inclusion.
Reproductive health training
Training for all employees, especially management, on not just the basics of the biology of menopause, but also the impact it can have on work and how to support employees will help break down the taboos and create a more open environment at work.
Menopause Workplace Policy Structure
1. Introduction
At [COMPANY NAME], we are committed to creating an inclusive and supportive workplace environment where all employees can thrive. Recognizing the impact that menopause can have on individuals in the workplace, we have developed this Menopause Workplace Policy to provide support and accommodations for employees going through this natural stage of life.
2. Purpose
The purpose of this policy is to:
Raise awareness and understanding of menopause among all employees.
Provide guidance and support to employees experiencing menopause symptoms.
Ensure that appropriate accommodation is provided to help employees manage their symptoms and continue to perform their duties effectively.
3. Scope
This policy applies to all employees of [COMPANY NAME] including full-time, part-time, and temporary staff.
4. Awareness and Training
We will provide training and awareness programs to ensure that all employees and managers have a good understanding of menopause, its symptoms, and its impact on individuals in the workplace. This training will cover:
What menopause is and its common symptoms.
How menopause can affect work performance and wellbeing.
Strategies for managing menopause symptoms in the workplace
How to create a supportive and inclusive environment for employees experiencing menopause.
5. Support and Accommodations
Employees experiencing menopause symptoms are encouraged to discuss their needs with their manager or HR representative. We will provide the following support and accommodations:
[INSERT LIST OF ACCOMODATIONS]
6. Confidentiality
All discussions related to menopause and any accommodation provided will be treated with the utmost confidentiality. Managers and HR representatives will handle such matters sensitively and discreetly, ensuring the employee's privacy is respected at all times.
7. Review and Evaluation
This policy will be regularly reviewed and evaluated to ensure its effectiveness and relevance. Feedback from employees will be sought to identify any areas for improvement, and adjustments will be made as necessary.
8. Conclusion
[COMPANY NAME] is committed to supporting employees experiencing menopause symptoms and creating a workplace culture that values inclusivity and wellbeing. By implementing this Menopause Workplace Policy, we aim to foster an environment where all employees feel supported, respected, and able to perform at their best.
Please note: This policy does not form part of any employee’s terms and conditions of employment and [COMPANY NAME] may amend it at any time.
Note: These policy guides, are just that, guides. Make sure to check with your country’s current laws and see your own legal advice.