Yahoo Finance Menopause at work: What adjustments should employers make?
Of the 13 million women currently affected by menopause in the UK, 75% will experience debilitating symptoms like hot flushes, difficulty sleeping, anxiety, low mood, confidence loss and memory problems. Unsurprisingly, this can have a serious impact on their day-to-day lives, including their work.
Two-thirds (67%) of women aged 40 to 60 with menopausal symptoms say they have had a mostly negative effect on them at work, according to a recent survey of more than 2,000 women by the Chartered Institute of Personnel and Development. About one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms, and a further 6% have left work.
Until recently, calls for employers to recognise the impact the menopause can have on women at work have largely been ignored. This year, the UK government rejected calls for a trial of menopause leave for women, arguing it could be "counterproductive".
Now, though, employers could be sued for disability discrimination if they fail to make “reasonable adjustments” for women going through menopause under new guidance issued by the Equality and Human Rights Commission (EHRC).
If the symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities they may be considered a disability. Under the Equality Act 2010, an employer will be under a legal obligation to make reasonable adjustments and to not discriminate against workers.
So what adjustments should employers consider making?
Firstly, it’s important to note that not everyone who goes through the menopause will experience negative symptoms. Rather than a blanket approach applied to all workers, employers need to make adjustments to suit individuals.
For those who need it, there are steps businesses can make to support workers going through the menopause.
Climate control and dress code
Vicky Walker, group director of people at Westfield Health, says it’s key to create a comfortable and supportive environment for employees, including those working in climate-controlled offices. Hot flushes can lead to excessive sweating and overheating and in the wrong clothing, this can be extremely uncomfortable and can lead to embarrassment.
“For example, in places where a uniform is required, is this made from natural fibres?” she asks. “Do you offer more than one set per person? Is there somewhere private where your employees can go and change their clothes without feeling like they’re drawing unwanted attention? Likewise, is your workplace properly ventilated and are there cooler areas where employees can go if they need to?
“So many buildings today are climate-controlled which means you can’t always open windows or use desk fans,” Walker adds. “Managers need to be aware of what’s manageable so that they can arrange desks accordingly, for example, allowing people to be near to the air conditioning if helpful.”
Educating and training line managers
Many women still feel unable to talk about the menopause at work – particularly to their bosses – but encouraging conversations about it can help break barriers. It’s essential to educate and train managers about the menopause and the symptoms.
Additionally, organisations that have support are most likely to have written policies and menopause support networks, according to the CIPD research. This means there’s no room for doubt as to whether employees can ask for adjustments to be made.
Flexible working
Tiredness and fatigue are also common among women going through menopause. Night sweats can be really troublesome for some people, which can leave them feeling exhausted due to a lack of sleep.
“There are also the neuroendocrine changes that happen and a loss of brain energy. So, it’s no wonder that come Thursday, Friday in the week many women find themselves struggling with energy,” says Walker.
Without the proper support, many women find themselves questioning whether they can continue with full-time work or may consider stepping back and taking a less senior role.
“That’s why it’s crucial that employers make their people feel better supported by building a culture of open communication and providing clear channels for employees to seek advice,” says Walker. “At the same time, they should make proactive adjustments to the workplace which can be adapted to suit individual needs. Flexible working is a great place to start.”
Watch: Carol Vorderman opens up about menopause struggles
