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More than 13 million people in the UK are going through menopause right now. 1 in 10 of those people will likely leave their work as a result of their menopause symptoms.

When is World Menopause Day 2024 and why is it important?

World Menopause Day is held on October 18th every year, and it's an important event organised by the International Menopause Society to raise awareness and educate people about menopause. As our population ages and retires later in life, more people than ever will go through menopause or experience menopause symptoms whilst at work. It's a completely natural stage of life, yet menopause is still a taboo subject in many workplaces, and so many people feel shameful when discussing their symptoms or asking for extra support.

As employers, there's a significant role to play in supporting menopausal women in the workplace. It's also now your legal obligation to have an awareness of menopause and to provide reasonable adjustments wherever necessary. Let's explore how you can prepare for October 18th by enhancing educating your employees, holding open conversations, and implementing effective policies and support to make your workplace more menopause-friendly.

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1. Raise awareness and education

Creating a workplace that understands and supports menopause starts with raising awareness. Here’s how to get started:

Organise training and menopause events:

Your line managers and employees won't be able to support one another if they don't have an understanding of the topic of menopause. Providing education and manager training sessions is a great way to bridge this gap. These sessions can help everyone understand the common symptoms of menopause caused by fluctuating hormone levels, like hot flushes and poor concentration, and their potential negative impact on mental health and performance at work. These events could also be a good time to mention practical advice for employees as well as available solutions, like hormone replacement therapy (HRT). The goal of these sessions should be a general understanding of a menopause journey, with the aim that employees will feel more open to discussing it in the future, and offering practical tips from the outset will help any employees who aren't comfortable asking for support yet.

Invite menopause specialists:

This goes along with the previous point, but it's a great idea to bring in experts to discuss menopausal symptoms and the wide range of experiences. Guidance on menopause from specialists can help demystify the process and offer practical support. We understand that not everyone will be able to invite menopause specialists, but sharing relevant links and educational social media posts is also a great way of spreading awareness.

2. Open conversations about menopause

Once you've begun to raise awareness, encouraging open dialogue is crucial. Make menopause something that is regularly talked about in the office. Talking about menopause openly helps to normalise the conversation and reduce stigma.

Share personal stories:

Create a safe space for your employees to share their experiences. Remember, every person's menopause transition will be different, and hearing diverse stories will show people that they're not alone, as well as encourage empathy and understanding.

Regular discussions:

Menopause awareness should be a regular part of health and wellbeing discussions. This can help keep the topic front-of-mind and show that it's a priority. If you have a menopause support provider, like Fertifa, you can signpost the education app with articles and webinars as further education for your employees to promote discussion.

3. Develop a menopause policy

The aim of a menopause policy is to make sure that every employee feels supported and valued within the workplace as they navigate this complicated but natural stage of life. A formal menopause policy is a powerful tool for providing consistent support, and showing your employees exactly what they're entitled to. It also helps reduce the stigma around menopause, by talking about it the way you do with the rest of your reproductive health and your health in general. Promoting menopause awareness is good occupational health practice and it will create a more supportive working environment for employees who are struggling through menopause or perimenopause.

Policy inclusions:

Make sure the policy covers flexible working arrangements, access to menopause specialists, and adjustments to the work environment to accommodate menopausal symptoms. Emphasise that no two employees will experience menopause the same way, so if additional time off or arrangements are needed, they should be able to arrange something through their manager or HR team.

If you have an existing employee assistance programme but it doesn't cover menopause, consider adding on a benefit with access to medical specialists so that your employees can get the help they really need and have those sensitive conversations with a professional. Fertifa offers unlimited 1-2-1 calls and chatting with a dedicated advisor, as well as consultations with a doctor specialising in menopause and the option to get prescriptions sent straight to their door, if that is something they need.

Clear guidance:

As much as the policy is for employees, do also provide clear guidance on menopause for managers, helping them understand how to support their teams effectively.

Check out our guide to writing your menopause policy for everything you need to know before getting started.

4. Champion menopause and wellbeing

Designate champions within the workplace to lead the charge on menopause awareness.

Menopause and wellbeing champions:

Appoint champions who can provide information, support, and advocacy. These individuals can help keep the conversation going and make sure that menopausal employees have a point of contact for any concerns.

5. Provide support where needed

Menopause can come with a range of symptoms, and will look different for each person who experiences it. Some people experience symptoms they might consider mild, but 1 in 4 people will experience debilitating symptoms. These can include anything from joint pain to hot flushes, and psychological symptoms too. Remember that trans people and non-binary people can also experience menopause. Your support should be for everyone. The occupational health responsibility of the employer is to provide reasonable adjustments for menopause symptoms where needed.

Flexible working:

Menopause symptoms like hot flashes can vary from day to day and may impact an employee's ability to perform at their best. Offer flexible working arrangements, like adjusted hours, remote work options, or a designated safe space for women to talk about lived experiences.

Temperature control:

The impact menopause has on your the lives of women will often include hot flushes which can be uncomfortable and disruptive. Make sure that your workplace temperature is adjustable to accommodate their comfort levels and that there is cold water available. You could also consider offering desk fans.

Access to resources:

Provide access to information, resources, and support networks for menopausal women. This can include educational materials, websites, support groups, or counselling services specifically tailored to menopause. Through Fertifa's app, employees will have access to a suite of clinically-validated, trusted educational resources that are accessible on-demand, whenever they need them.

Healthcare support:

Sometimes your employees will need more than just the resources and counselling. Provide access to specialists who can offer guidance and treatment for menopausal symptoms and health checks for conditions with an increased risk factor during menopause , such as cardiovascular disease. This can include referrals to gynaecologists, endocrinologists, menopause clinics or specialists in heart health and cardiovascular disease.

Some of your employees may be going through premature menopause, sometimes called ovarian insufficiency, and this can be really scary, confusing, and distressing. Having a consultation with a menopause specialist can make a world of difference, both in understanding and acknowledging what's going on with their bodies, and in potentially starting treatment with medication. With Fertifa, your employees will have access to menopause specialists through video consultations with our in-house clinical team where they can discuss possible treatment options and prescribe the necessary medication to help ease any mental and physical symptoms.

Raising awareness about menopause in the workplace is about more than just acknowledging the symptoms. It's about taking action. It's about creating inclusive workplaces where people feel comfortable talking about their experiences and asking for help when they need it, and an environment where that help and support is readily available.

We hope you commit to making a difference this World Menopause Day.

If you're interested in implementing menopause support at your company, give us a call using the button below. We'd love to hear from you 💜