Understanding the connection between menopause and work
Menopause marks the end of menstrual periods, when ovaries stop producing eggs. As the ovaries stop producing eggs, it causes a marked shift in the hormones estrogen and progesterone. Because menopausal symptoms are caused by hormone fluctuations, these symptoms can also affect trans men and non-binary people.
Menopause can have a significant effect on the body, causing symptoms ranging from sleep disruption and brain fog to anxiety and depression. Vasomotor symptoms—hot flashes and night sweats—are among the most common issues, impacting 91.7% of cisgender women. Although the effects of menopause vary from person to person, about one-third of inviduals report their symptoms make it moderately or severely challenging to cope at work.
A Mayo Clinic study found that menopause symptoms caused a negative outcome on the job for 13.4% of cisgender women between the ages of 45 and 60. A further 10.8% had missed at least one day of work within the past year.
Ways to support employees managing menopause at work
Given the prevalence of symptoms and the potential impact on work performance, menopause is a thoughtful consideration for employers.
Build awareness of available resources
Although it affects many individuals, menopause isn’t usually discussed openly. Even employees in menopause might not have a full understanding of their available care options. One study found that 73% of women don’t get treatment for their menopause symptoms.
Make sure your employees are aware of available resources and menopause benefits. Clearly communicate benefits regarding specialist care, therapy and medical leave. It can also be helpful to develop a list of in-network providers who specialize in menopause care.
Be vocal with your support
The conversation around menopause is becoming more open, but it’s still a work in progress. As a result, people experiencing symptoms may feel uncomfortable discussing it with their supervisors or HR representatives.
You can alleviate these fears by reassuring your team that the company understands the complexities of menopause at work and more importantly, that it’s committed to supporting employees throughout the process. Clear communication helps build a sense of safety and trust.
Offer flexible work arrangements
Menopause can cause sleep disruption, brain fog and mental health challenges—all of which make it difficult to concentrate at work. To empower employees to take control of their health and self-care, consider offering flexible work options, such as remote work or flextime.
Train company leaders
Successfully supporting workers in menopause requires support from every level of leadership. Start by educating managers, supervisors and other company leaders about menopause at work. You can underscore its importance by bringing in experts to explain how serious symptoms can be and asking leadership to support struggling employees.
In addition to covering the science of menopause and its symptoms, you may want your training to cover topics of communication like:
- How can managers approach the subject respectfully?
- What are ways to ensure employees’ privacy?
- What language is appropriate?
- Guidance and actionable strategies can help reduce offensive and accidental microaggressions
If possible, consider expanding your educational sessions to include the entire workforce.
Develop menopause-friendly accommodations
Work with employees to develop accommodations that can help with the symptoms of menopause. Take hot flashes, which affect up to 80% of women. If your team members wear uniforms, you might offer a breathable, moisture-wicking alternative to make episodes more bearable. You could also try adjusting the temperature in the office.
Frequently asked questions about menopause and work
What are some reasonable adjustments for employees experiencing menopause?
If your employees are managing menopause at work, you can help by offering more frequent breaks, providing cold water or creating a private space to deal with hot flashes and other uncomfortable symptoms. Other ways to support employees include providing fans for their desks or moving them to cooler workspaces.
Why are employees hesitant to discuss menopause with their employers?
The symptoms of menopause can be deeply personal, making them difficult to discuss with supervisors and colleagues. As an employer, you can support these workers by educating yourself about common symptoms and establishing an open, understanding line of communication.
