In a recent conversation with a large German technology company, we were disappointed by an HR representative's remark: "The issue of menopause is just too small." Is this really the case? Doesn’t it affect a significant portion of women, typically between their early 40s and mid-50s? Ironically, the company offers programs like "social egg freezing" for women between 30 and 40 who lack a partner and are considering insurance to have a child in their late 40s—precisely during the period when some might already be experiencing perimenopause. The silence surrounding menopause means that those affected often suffer in silence, hesitant to discuss their issues with their employers. However, menopause affects not only older women but also those aged 35 and over, many of whom are still planning families and fear early onset of menopause or infertility. Even clinical menopause patients (see our article on Early Menopause) could be under 20. It’s time to take this issue seriously and discuss it, as it affects more women than often assumed.
Here are some striking statistics:
Women often struggle to find doctors who can provide adequate care and comprehensive information. When the healthcare system fails, employers feel the economic impact. It’s important to emphasize that a woman in menopause is not ill but is going through a natural life stage. With some preventive measures, employers can support their employees in navigating this life phase more smoothly. It’s time to face this challenge and create a menopause-friendly work culture where women receive adequate support to continue their careers successfully. An inclusive and supportive work environment is essential for the well-being and productivity of all employees.
Menopause is accompanied by over 30 different symptoms, which can be categorized into three main areas: mental, emotional, and psychological symptoms; physiological symptoms; and genitourinary symptoms affecting the pelvic and bladder areas. Among the most common symptoms that impact women at work are fatigue, hot flashes, concentration difficulties, anxiety, and insomnia. Particularly, lack of sleep can negatively affect performance and all other areas.
A UK study on the "Effects of Menopause at Work" reveals alarming figures:
Another crucial aspect of menopause is employee retention. We all know that retaining employees, especially amid a skills shortage, is crucial. Interestingly, a study from Great Britain shows that 12% of women leave the workforce due to menopause-related symptoms. This can result in significant costs related to recruitment and training, both financially and time-wise. The study’s researchers asked women how their performance at work was affected by menopause symptoms. Just over 50% reported a slight impact on their performance, while over 30% said their performance was significantly affected. This means that 80% of women experiencing menopause reported impacts on their workplace performance. When asked about sick leave, 39% said they had missed work due to their symptoms, and 22% had missed three or more days. A remarkable 86% expressed concerns about informing their employer that their sick leave was due to menopause symptoms.
When asked whether they had considered quitting their job, the results were shocking. 43%, more than one in four women, considered leaving their job or reducing their hours, and 12% had actually left their job due to their symptoms. Regarding menopause at work, 60% said they lacked the confidence to discuss it with their colleagues, and 70% felt they were not confident enough to talk about it with their supervisors. When asked how employers could support them, an overwhelming 90% wanted management and HR training. Over 95% said they would like a menopause policy at work.
Creating a more diverse and inclusive culture and work environment is a key goal for many companies. Inclusivity plays a critical role in employee retention and signals that the company takes the needs of all employees seriously. By taking menopause symptoms seriously and implementing appropriate guidelines and support measures, employers can communicate to their employees that they are valued in a supportive work environment.
The statistic that 12% of women in menopause leave their jobs due to lack of support should serve as a wake-up call for employers. Managers should act responsibly in their attitudes, actions, and language to retain talented employees. Employers should provide sufficient support for women in menopause to send a positive message as an employer and foster an inclusive culture, which enhances employee retention. A menopause-friendly approach can attract women and improve their performance, especially when support is available. Providing support helps improve workplace relationships and reduce the potential for legal disputes. It’s time for employers to take action and ensure their work environments adequately support women in menopause and offer them the opportunity to continue their careers successfully.
Our mission at Hermaid is to raise awareness and provide education about menopause in the workplace. We are committed to breaking the stigma surrounding menopause and assisting women and companies worldwide in successfully managing this natural human phenomenon. By understanding the conditions and symptoms that menopause can cause, employers, supervisors, and colleagues gain the necessary insight to support affected individuals appropriately.
Our Hermaid menopause consultants assist employers in raising awareness and improving their company policies to support women in menopause. We have not only medical experts on our team who provide individual support to women but also a network of organizational consultants who help companies create a menopause-friendly work culture.
Together, we can implement the following steps:
Through these measures, we create a supportive and inclusive work environment where women in menopause can successfully continue their careers.
Sources:
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