IT happens to half the population and sees firms lose 14million working days per year.
So why aren’t companies doing more about the menopause?
Tuesday is World Menopause Day, which raises awareness about the transition and the help available.
One in ten working women has left a job due to their symptoms, with a further 26 per cent forced to take time off, according to The Fawcett Society, a gender equality and women’s rights charity.
Menopause expert Dr Shashi Prasad, from the Marion Gluck Clinic in London, says: “A survey conducted by Chartered Institute for Personnel and Development showed three in five menopausal women were negatively impacted by their symptoms at work.
“They report greater difficulty in managing their work, so may be reluctant to discuss their menopausal status due to fear of being stigmatised and suffering gendered ageism.”
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But some progressive companies are getting it right. Here is our list of the top menopause-friendly employers . . .
SOUTHEASTERN RAILWAY: Despite an 80 per cent male workforce, Southeastern works with specialists henpicked.net to offer awareness training to every manager.
FEEDZAI: The RegTech firm offers one day’s paid leave a month to menopausal employees.
ROYAL MAIL: Working with GenM, the firm launched a menopause campaign and support group for networking and sharing stories.
WW: The diet firm offers a designated cool room and allows menopause as an official reason for absence.
TRAVIS PERKINS: The builders merchant has a “hot flush community” where members can post articles, ask questions and talk about experiences.
BOOTS: The chain covers the cost of employees’ HRT prescriptions and uses “menopause vests” to help team members appreciate the symptoms of the menopause.
NATIONAL CARE GROUP: The adult support services specialist covers the cost of HRT prescriptions and runs a Menohub support group.
BUPA: Staff have free access to the company’s GP-led Menopause Plan plus a 24/7 menopause phoneline.
AG CARGO has 14 places on its London-Heathrow based apprenticeship scheme.
Apply by October 16 at bit.ly/3EBmrXa.
HOW is your firm handling menopause?
Solicitor Nazia Khan from SpencerShaw.co.uk explains what companies need to do.
She said: “An integrated menopause policy is to help workers and avoid claims.
“Menopause support should be incorporated in the wider equality and diversity agenda, to create a respectful work setting.”
Here are her six top tips:
1. AVOID DISCRIMINATION CLAIMS: Certain menopause symptoms could be classed as a disability, so failing to help staff may lead to discrimination claims.
2. FOCUS ON PRACTICAL STEPS: Changes like making fans available and that uniforms are comfortable for hot flushes can be impactful.
3. RETAIN TALENT AND IMPROVE DIVERSITY: Failure to support employees through the menopause could lose your business a large number of employees.
4. GET AHEAD OF THE ISSUE: Surveys show 19 per cent of staff know if their firm has a menopause support policy. Make sure your policy is clear and accessible.
5: SMALL CHANGES CAN MAKE BIG DIFFERENCE: Caring enough to have a policy could make a big difference to your employees’ wellbeing.
6: SUPPORT FOR ALL: Ensure all have access to resources and updated information.
PROFESSIONAL services provider FDM is offering apprenticeships in partnership with London South Bank University.
Apply at fdmgroup.com.
MAKING firms menopause friendly can help to attract and retain female staff in their fifties, when many are looking to move into senior leadership roles.
Deborah Garlick runs the Menopause Friendly Accreditation scheme – highlighting the UK employers doing the most to help women – and the national Menopause Friendly Employer Awards.
Companies join as members and work towards full accreditation. Firms taking part include HSBC, pharmaceutical company Bristol Myers Squibb and housing association the Aster Group.
Deborah said: “There is a distinction between signing a pledge which is a great start and having a policy in place, which is where change happens.”
ALMOST two-thirds of Financial Times Stock Exchange 100 companies have failed to publish menopause support, according to new research by InvolvePeople.org.
Founder Suki Sandhu is now calling for FTSE 100 firms to commit to creating dedicated menopause policies and said: “It does also beg the question – if the level of support in some of the biggest corporations is this poor, what does the support look like in smaller companies across the UK?”
SANDRA OWENS is an operations manager for Metro Bank, one of the leaders on menopause policy.
The bank offers a monthly Teams chat run by its Women On Work network, dedicated Menopause Champions, and a comprehensive employee benefits support scheme.
Sandra, 49, from Herts, said: “After going through a difficult few months, I shared my story internally at work. I was surprised by how interested my colleagues were, especially the men.
“It’s been invaluable to share, talk and listen to other women. To realise I am not alone, to realise that menopause doesn’t change your competencies even though symptoms can make you feel that way.
“As a manager, I create awareness and provide support for women across the bank. We must remember it is about the people and not just the tasks.”
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ALMOST two-thirds of Financial Times Stock Exchange 100 companies have failed to publish menopause support, according to new research by InvolvePeople.org.
Founder Suki Sandhu is now calling for FTSE 100 firms to commit to creating dedicated menopause policies and said: “It does also beg the question – if the level of support in some of the biggest corporations is this poor, what does the support look like in smaller companies across the UK?”
