Some women go through the menopause with little impact on their daily life. But others experience symptoms that can last for several years and have a negative impact on their performance and attendance at work. A bad night’s sleep can affect concentration, while heavy periods or hot flushes can be physically distressing and embarrassing. The psychological effects can also impact relationships at work. For some, the symptoms are so severe that women are forced to leave their job altogether.

Why act now?

  • By supporting women through the menopause, your organisation will benefit from increased engagement and loyalty, as well as lower sickness absence and employee turnover.

  • Fostering an age- and gender-inclusive workplace will help you tap into the valuable skills and talent that men and women of all ages have to offer.

  • You have a legal duty to ensure working conditions don’t exacerbate someone's symptoms - and to protect employees from discrimination.

  • Removing barriers to progression for women could help you close your gender pay gap.

What's HR’s role?

  • Review existing policies and frameworks

  • Help to break through the silence in your organisation

  • Identify reasonable adjustments

  • Enable line managers to support their teams

  • Get your senior leadership team on board.

Downloads

1) The menopause at work: top priorities for people professionals - a five-page speed read to help you get started with some simple steps you can take to increase support for menopausal women in your workplace.

2) The menopause at work: a guide for people professionals - a comprehensive guide to help HR and occupational health teams develop a supportive framework for employees experiencing the menopause.

3) The menopause at work: a guide for people managers (customisable) - a short guide for people managers that HR teams can customise by adding any additional resources you want managers in your organisation to use. A non-customisable version of the guide for people managers is also available.

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