In recognition of World Menopause Day on 18 October, Jo Keen, founder of Green Tomato Consultancy, highlights the significant impact menopause has on women in the workplace and why it is crucial for organisations to take action.
An analysis by the consultancy firm Bupa and the CIPD found that around 900,000 women in the UK left their jobs due to menopause symptoms, resulting in lost productivity and the cost of hiring replacements. It is estimated that menopause-related productivity losses cost UK businesses millions annually, although exact figures vary based on industry and role.
In many workplaces, there is a culture of silence around menopause. Conversations about health issues that predominantly affect women are often avoided, and menopause is no exception. This can lead to a lack of understanding and support, leaving women to manage their symptoms alone.
However, acknowledging and addressing menopause as a workplace issue is not just a matter of fairness – it’s a business imperative. Women over 50 are the fastest-growing demographic in the workforce. If organisations want to retain experienced, knowledgeable employees, they need to create environments where these women feel supported.
This isn’t about my experience of living with menopause, but it is that which led me to learn, research and feel prepared to share and raise awareness of the impact menopause can have on women and the workplace. Symptoms can vary in severity, with some being debilitating, creating a sense of not wanting to function or being unable to function, which can lead to feeling inadequate, losing confidence, a diminished quality of life or leaving their career path because they just can’t do it anymore.
Menopause brings with it over 40 different symptoms, including hot flashes, night sweats, mood swings, difficulty concentrating and fatigue. For many women, these symptoms can last for years and can significantly affect their ability to perform at work. In some cases, menopausal symptoms can be severe enough to cause women to take time off or even leave their jobs entirely.
It is a natural biological process that marks the end of a woman’s reproductive years, typically occurring between the ages of 45 and 55. While it’s a natural phase of life, its impact on women in the workplace is often overlooked. As more women stay in the workforce for longer, the conversation around menopause in professional settings is becoming increasingly important. Yet, in many workplaces, menopause remains a taboo topic, leaving women to navigate its challenges in silence. In this article, we’ll explore why menopause matters in the workplace, the challenges it presents and how organisations can create a supportive environment for menopausal employees.
I have extensive experience of working with menopausal women from pre-perimenopause, perimenopause to post-menopause, whose lives have been impacted so extensively they have had to give their jobs up, almost gave up on their marriages and even their lives.
What’s particularly challenging is that menopause affects every woman differently. Some may experience mild symptoms, while others face more intense physical, emotional and psychological changes. Despite the range of experiences, the impact on work performance is often underestimated. This lack of awareness can create additional stress, as women may feel isolated or misunderstood by their colleagues and employers.
A CIPD survey found that 1 in 4 women considered leaving their jobs because of menopause-related symptoms. Additionally, 1 in 10 women quit their jobs due to a lack of support.
Productivity decline is a major consequence for women experiencing menopause symptoms at work. The British Menopause Society reports that 70% of women do not feel supported by their workplace during menopause, which leads to reduced focus, productivity and job satisfaction.
Not supporting menopausal women in the workplace can have significant financial impacts on a business. There are major areas where businesses can experience financial strain by neglecting to address the needs of menopausal employees, such as increased absenteeism, higher turnover and loss of experienced and valued members of staff.
The average cost of replacing an employee in the UK is estimated to be £30,000 per person (Oxford Economics report), which includes recruitment, onboarding and training. With an estimated 900,000 women having left the workforce due to menopause, the financial loss associated with turnover can be staggering for UK businesses.
Not forgetting the potential legal and compensation costs when businesses ‘get it wrong’. Although menopause is not a protected characteristic in certain jurisdictions, it could be recognised as a factor contributing to discrimination or disability claims if employers fail to accommodate women experiencing symptoms.
Women may take legal action for discrimination if they feel marginalised or forced out due to their menopause-related needs being unmet. Legal fees, settlements and compensation costs for claims related to unfair treatment or workplace discrimination can be expensive. Even if cases are not pursued in court, companies can suffer reputational damage, which has long-term financial consequences.
The impact of not doing anything can also affect the workplace culture and decrease morale for others if a business is perceived as unsupportive of menopausal women. Colleagues may see the lack of support as indicative of a broader lack of care or inclusivity, leading to disengagement and decreased loyalty to the organisation.
Failing to support menopausal women can undermine a company’s diversity and inclusion efforts. Women over 50 are an essential demographic in promoting age diversity and gender balance within leadership roles, and ignoring their needs can hinder progress in these areas.
Businesses that fail to embed diversity may miss out on innovative ideas, different perspectives and the competitive advantages that diverse teams bring. This can impact the company’s ability to attract talent, compete in the market and innovate effectively.
Creating a menopause-friendly workplace starts with embracing a culture of openness. Many organisations are actively introducing menopause policies and workplace initiatives to support their female employees through this natural life journey, and they don’t have to have a high price tag attached to implement authentic and successful strategies. We need more than having a Menopause Policy sitting in a drawer or ticking a few boxes; it must be lived and managed to make a true difference.
“Acknowledging and addressing menopause as a workplace issue is not just a matter of fairness – it’s a business imperative.”
Providing training on menopause, not only for managers but across all levels of staff, is essential to reduce stigma and build understanding, whilst also boosting team interaction and empathy.
Many organisations already offer flexible working hours or remote work options where appropriate, providing women the freedom to manage symptoms like fatigue or hot flashes more easily and support them to continue to deliver in their roles. Allowing breaks during the day can also be helpful.
Introducing practical adjustments like providing access to fans, ensuring proper ventilation or allowing women to dress comfortably are small changes that can significantly improve the day-to-day experience for menopausal women and are easily introduced.
Tailored health resources for menopausal women, such as counselling or medical advice, can help employees manage their symptoms more effectively. Some organisations have started providing menopause clinics or workshops. I know of many who have introduced Menopause Cafés in the workplace, which welcome everyone to come along.
Encouraging open conversations about menopause can make it easier for women to speak up when they need support, knowing that they can do so in a safe space without ridicule is crucial when building on a positive workplace culture and ensuring organisations don’t lose valuable talent.
Menopause is an inevitable part of life for many women, and men are affected too. The male menopause, known as Andropause, can be just as impactful. Menopause should not be a reason to feel marginalised or unsupported in the workplace. By authentically having a culture of openness, offering flexibility and providing practical support, organisations can ensure that menopausal women feel valued and empowered to succeed.
One female client, Susan (name changed for confidentiality reasons), I worked with had a terrible experience within the workplace due to lack of awareness and support from senior management and colleagues. Susan’s symptoms were so extensive that after a long period of absence and returning to work, she ended up leaving her high-level, very well-paid job.
The employer played lip service to menopause: they made all the right noises, but when it came to the crunch, they dismissed Susan’s symptoms, placing her on a performance plan review process.
This led to further anxiety, depression and suicidal feelings. Susan’s confidence had plummeted, her relationship with her family was breaking down, and she could not see a way out of a very dark place she was heading towards. Alongside that, Susan learnt that she had been diagnosed with diabetes, which is becoming increasingly common in menopausal-aged women due to hormonal imbalances.
After much 1-2-1 coaching, Susan began to feel better about herself and began to understand why she was feeling as she did. It was not her fault that she struggled to retain information or needed to take things a little more slowly; it was not her fault that she felt fatigued, her body ached and had changed shape; it was not her fault that her sex drive had depleted; these and so many more symptoms were all part of her individual menopause experience.
Eventually, Susan felt strong enough with the help of prescribed HRT. Not everyone can have HRT, but for Susan, it helped along with some natural remedies, such as vitamins, relaxation techniques, strategies to support her mental health and well-being, and building on her self-esteem and confidence. Susan has now found solace with a new employer and is thriving in the workplace.
It’s so important that we shine a light on this often-ignored issue, encouraging employers and employees alike to embrace the conversation and work towards positive change. For training and development of all employees and management in your workplace on the topic of Menopause or perhaps you are keen to have a member of staff trained as a Menopause Champion to support your employees or have them access 1-2-1 Menopause Coaching, Green Tomato can work with you.
Contact Jo for a chat at jo@greentomatoconsultancy.co.uk.
