The average age of menopause globally is 51 but women can be suffering with symptoms up to 10 years before, this is known as Peri Menopause and can continue for a few years after during Post Menopause. 5 in every 100 women go through early menopause between the ages of 40 and 45. Some experience it even earlier due to health conditions or having a hysterectomy.

Symptoms are vast but include:-

• Anxiety and Depression
• Lack of focus
• Lack of concentration and memory
• Hot flushes
• Mood swings
• Pain
• Feeling emotional
• Fatigue
• Nausea

When women are experiencing these types of symptoms her work can really suffer and this is where women need extra support and understanding in the workplace.

Women over the age of 50 are the fastest growing group in the workforce and as more women go through the menopause during their working lives, it’s vital that employers encourage open discussions to ensure they get the right support.

Three out of five working women between the ages of 45 and 55 who are experiencing menopause symptoms say it has a negative impact on them at work. This is according to new research from the CIPD, the professional body for HR and people development. https://www.cipd.co.uk/about/media/press/menopause-at-work

Nearly a third of women surveyed said they had taken sick leave because of their symptoms, but only a quarter of them felt able to tell their manager the real reason for their absence.

Privacy (45%) was the number one consideration for women choosing not to disclose. A third (34%) said embarrassment prevented them from saying why they had to take time off and another 32% said an unsupportive manager was the reason.

25% of menopausal women have considered leaving their job and 1 in 10 actually does.

This is why it is so important that employers take time to set out a system to support women through this phase. It will not only benefit the employee but the employer too in regards to a happier productive workforce with less absenteeism.

Do you have a menopause Policy in place?

Menopause symptoms are protected under employment law through the equalities act 2010. Employers are responsible for supporting their employees at work and this includes the menopause. Policies such as sickness or flexible working will cover the menopause, you don’t necessarily have to have a menopause policy in place, but this would benefit the employer and employee as it would set out a much clearer form of support for women and plan of action for the employer. The CIPD, Chartered Institute of Personnel and Development, have a wealth of information to help employers understand the menopause and set up the right support. https://www.cipd.co.uk/knowledge/culture/well-being/menopause

Support your female employees today and sign up to one of my interactive sessions delivered either in person or via Zoom. I also build bespoke packages for companies which include:

• Creating and running support groups
• Creating a menopause policy
• Current information and guidance on Hormone replacement Therapy
• Training for supervisors and managers
• Masterclasses delivered online or in person
• Access to a library of up to date resources covering all aspects of Peri to Post Menopause health
• Extensive support in nutrition, CBT therapy, stress management and exercise protocols
• 1-1 and group coaching and training sessions