Managing the menopause: workforce support

Menopause is when periods stop due to lower hormone levels, usually affecting women aged 45 to 55. However, it can happen earlier. Trans, non-binary and intersex people can also experience the menopause. Menopause before 45 is referred to as early menopause and before 40 as premature menopause, which affects one in 100 women. Menopause happens naturally or for reasons including genetics, cancer treatment, or surgery. Symptoms include anxiety, brain fog, mood swings, irregular periods, skin changes, palpitations, joint pain, insomnia, migraines, and hot flushes – there are 39 symptoms in total.

Menopause is not a protected characteristic under the Equality Act 2010, however the Advisory, Conciliation and Arbitration Service (Acas) states ‘if an employee is disadvantaged and treated less favourably because of their menopause symptoms this could be viewed as discrimination if related to a protected characteristic, for example, age, disability, gender reassignment or sex’.

Supporting women through menopause positively impacts workforce retention – keeping valuable skills and supporting health and wellbeing. However, six in 10 women say their symptoms have a negative impact on their working lives.

If your menopausal symptoms are impacting your working life, your first port of call is your workplace steward and line manager. They can support you by enacting workplace policies. You may need to request time off for medical appointments, access to ventilation, or flexible working.

As a line manager, you may also need advice. You may want to increase your awareness of menopause, work with occupational health and wellbeing or consider flexible working for colleagues.

Sian Caulfield  is a CSP national officer