World Menopause Day 2024: What Can You Do as an Employer to Get Ahead?

Alison Brown
Health & Wellbeing Specialist

As World Menopause Day 2024 approaches on Friday 18th October, it’s a timely reminder for employers to step up and ensure they’re creating a supportive and inclusive workplace for employees in midlife and/or going through menopause.

It’s also now your legal obligation to have an awareness of menopause and to provide reasonable adjustments wherever necessary. Whether it’s breaking the stigma, offering resources, or shaping company policies, taking proactive steps today can lead to a healthier, happier, and more productive workforce.

Here’s what you can do to stay ahead of the curve:

1. Start with Education and Awareness

Menopause is still a topic shrouded in misunderstanding. Many employees feel uncomfortable discussing it, even though it impacts a significant portion of the workforce. By starting with education, employers can break down the barriers surrounding this life stage.

• Workshops and Training: Offer menopause awareness training to managers and teams. This will help create a culture of understanding and reduce any stigma. Equip leaders to handle these conversations with empathy and insight.
• Internal Communications: Dedicate time to newsletters, internal memos, or even webinars to raise awareness about menopause and its effects, from mood swings to physical symptoms like hot flashes or fatigue.

2. Implement Menopause-Friendly Policies

Creating supportive policies can make a huge difference in retaining and empowering employees going through menopause. Consider reviewing your current policies and asking how they could better support someone experiencing menopause symptoms.

• Flexible Working Hours: Menopause can cause symptoms like disrupted sleep or fatigue. Offering flexible hours or remote working options allows employees to manage their symptoms without sacrificing productivity.
• Paid Menopause Leave: A growing number of companies are introducing menopause leave, allowing employees to take paid time off to manage symptoms without using up annual or sick leave.

3. Provide Access to Resources

Menopause can affect both physical and mental health, so it’s crucial to provide access to a range of supportive resources.

• Employee Value Proposition (EVP): Ensure your EVP covers menopause support, including access to counselling, medical advice, and stress management services. It’s also worth making sure there is a link to helpful resources and guides – for everyone, not just women.
• On-Site or Virtual Wellbeing Support: From nutritional advice to mindfulness sessions, offering holistic wellbeing resources can help employees manage menopause symptoms more effectively.

4. Create a Menopause Support Network

Menopause can feel isolating, especially in the workplace. Setting up a menopause support group or network allows employees to connect with others going through similar experiences.

• Peer Support Groups: These can provide a safe space to share experiences, offer advice, and provide emotional support. Regular check-ins can foster a sense of community and reduce feelings of isolation.
• Mentoring Programs: Pair employees going through menopause with colleagues who have already navigated this phase for additional guidance and encouragement.

5. Promote an Inclusive Culture

Creating a workplace where menopause is openly discussed, understood, and supported is key to getting ahead. This means developing an environment where employees feel comfortable discussing their health without fear of discrimination or judgement. Encourage leaders, especially female leaders who have gone through menopause, to speak openly about their experiences.

Why It Matters

According to recent research, nearly one million women in the UK have considered leaving their jobs due to menopausal symptoms. By addressing menopause proactively, employers can reduce absenteeism, boost morale, and retain talent.

Supporting employees through every stage of their career, including menopause, should be part of your broader commitment to health and wellbeing. Not only does this improve the work environment, but it also signals to your team that their health and happiness are a priority.

Get Ahead this World Menopause Day, Friday 18^th October 2024.

World Menopause Day 2024 is your opportunity to assess your workplace culture and take steps towards supporting employees through menopause. For more information and how we can support you with your EVP don’t hesitate to reach out to talk to us today, our Health & Wellbeing Specialists are ready to take your call: 0208 877 8306

Further reading: Our partner Fertifa has a helpful downloadable resource on how to support a colleague through menopause.