Menopause in the Workplace: what does the research say?

Menopause marks the end of the female reproductive years. While it is a universal experience, its impact on people in the workplace is a topic that has gained significant attention in recent years. This article provides a comprehensive summary of research on menopause in the workplace, addressing the challenges people face, potential accommodations, and strategies for creating a supportive work environment.

Challenges Faced by People in the Workplace during Menopause

Physical Symptoms

Menopause brings with it a range of physical symptoms such as hot flashes, night sweats, fatigue, and joint pain. These symptoms can disrupt productivity and focus, affecting overall performance in the workplace (Smith et al., 2019).

Emotional and Psychological Impact

Hormonal fluctuations during menopause can lead to mood swings, anxiety, and depression. These emotional challenges can make it difficult to handle stress and maintain healthy relationships with colleagues (Avis et al., 2020).

Cognitive Changes

Some people report cognitive changes during menopause, including memory lapses and difficulty concentrating. These challenges can affect decision-making and task completion (Greendale et al., 2015).

Evidence-Based Accommodations and Supportive Measures

1. Inclusive Policies: Companies should develop and communicate policies that address menopause-related issues, including accommodations and leave policies. This demonstrates a commitment to supporting women through this life transition (Daley et al., 2018).
2. Leadership Training: Providing training for managers and supervisors on menopause awareness and how to facilitate conversations about accommodations can promote a more empathetic and understanding work environment (O’Meara et al., 2020).
3. Education and Awareness Programs: Implementing workshops or seminars on menopause can help educate both employees and employers about its effects and the accommodations available. This can reduce stigma and foster empathy in the workplace (Hardy et al., 2020).
4. Flexible Work Arrangements: Offering flexible work hours or remote work options can help people manage their symptoms effectively. This allows them to adapt their schedules to their unique needs during this transitional period (Griffiths et al., 2021).
5. Temperature Control: Providing a comfortable working environment with adjustable temperature settings and access to fans or cooling systems can help alleviate hot flashes and night sweats (Liu et al., 2019).
6. Employee Resource Groups (ERGs): Establishing ERGs focused on women’s health, including menopause, can provide a safe space for employees to share experiences and access resources. These groups can also serve as advocates for policy changes (Davies et al., 2021).
7. Mental Health Support: Establishing an open and inclusive workplace culture that promotes mental health awareness can be crucial. Offering resources like counselling services or Employee Assistance Programs (EAPs) can provide valuable support (Nelson, 2018).

Conclusion

Addressing menopause in the workplace is a critical step towards creating inclusive and supportive environments for female colleagues. By understanding the challenges faced by people during this transition and implementing accommodations and policies, employers can empower their female employees to navigate this phase with confidence and continue to contribute meaningfully to the workforce.

Ready to support menopause in your workplace? Schedule a free consultation with our team today and let’s discuss how we can help you. Email [email protected] and let’s get started! 

References:

Avis, N. E., Crawford, S. L., Greendale, G., Bromberger, J. T., Everson-Rose, S. A., Gold, E. B., … & Matthews, K. A. (2020). Duration of menopausal vasomotor symptoms over the menopause transition. JAMA Internal Medicine, 180(5), 673-679.

Daley, A., MacArthur, C., Mutrie, N., Stokes-Lampard, H., & Stokes-Lampard, H. (2018). Exercise for vasomotor menopausal symptoms. Cochrane Database of Systematic Reviews, 2018(12), CD006108.

Davies, A., Bhattacharya, S., & McNeill, A. (2021). Employee resource groups and their implications for work and family. In Work and Family Interface in the International Context (pp. 61-74). Springer.

Griffiths, A., MacLennan, S. J., Hassard, J., & Gazi, T. (2021). Digital innovation for menopause support in the workplace: A systematic review. Maturitas, 144, 87-92.

Greendale, G. A., Derby, C. A., Maki, P. M., & Perimenopausal Effects on Mood and Cognition (P.E.R.M.O.O.N.) Study Group. (2015). Perimenopause and cognition. Obstetrics and Gynecology Clinics, 42(1), 33-46.

Hardy, C., Griffiths, A., Hunter, M. S., & Gray, C. M. (2020). An evaluation of a menopause workplace webinar for improving knowledge, attitudes and behaviours in colleagues. Maturitas, 133, 30-34.

Liu, D., Choi, B. C. K., & Kwon, S. (2019). The effectiveness of workplace interventions in improving the hot environment for workers: A systematic review. Applied Ergonomics, 77, 141-153.

Nelson, D. B. (2018). The impact of menopause and postmenopausal hormone therapy on the course of inflammatory bowel disease: A review of the literature. Gastroenterology Research and Practice, 2018.