Menopause in the workplace is increasingly recognised as a critical issue for employers worldwide, both in terms of staff wellbeing and the economic costs of not making reasonable accommodations. World Menopause Day this month serves to highlight the issues.
In the UK, for example, the British Safety Council has reported that more than 4.5 million women are in perimenopause or post-menopause, comprising nearly 15% of the national workforce. Menopause-induced absenteeism and presenteeism (working while unwell) are estimated to cost UK businesses over £10.5bn annually, with 13.8 working days lost per year per affected employee. In the US, an estimated US$1.8bn is lost in work time annually due to menopause symptoms, according to a study by the Mayo Clinic.
Those that ignore this issue risk losing valuable talent
The business case
The impact of the menopause on productivity is well-documented. Research from Australia found that women with vasomotor symptoms (such as hot flushes and night sweats) were more likely to report a reduced ability to work. In the Netherlands, women with severe menopausal symptoms were over eight times more likely to experience reduced work performance and prolonged sickness absence.
Cultural attitudes towards the menopause vary widely across the globe, influencing how it is handled in the workplace. For example, studies have shown that symptoms can be more severe among African-Caribbean women, while Chinese and Japanese women experience longer menstrual cycles than white women during menopause transition.
A number of organisations are leading the way, including the Big Four
This means organisations must take an intersectional approach to supporting diverse women in the workplace. Those that ignore this issue risk losing valuable talent, incurring high recruitment and retraining costs, and potentially facing legal claims related to gender, age or disability discrimination.
Big Four lead
A number of organisations are leading the way in providing menopause support, including the Big Four firms. Deloitte has introduced a ‘menopause plan’ as part of its private medical insurance, and has also launched a menopause community, encouraging open dialogue and peer support.
PwC, meanwhile, offers health insurance to cover menopause-related treatments and encourages flexible working arrangements for those experiencing symptoms. It has introduced training for line managers on how to support employees going through the menopause, helping to break down the stigma surrounding the issue. And it also hosts seminars and forums to educate employees about the menopause and has appointed menopause ‘allies’ to support their colleagues.
KPMG provides access to a menopause-trained GP and nurse, offers flexible working policies and has established a menopause ambassador network to offer peer support. Monthly ‘menopause cafés’ aim to create a safe space for employees to discuss their experiences, and the firm offers training to line managers on how to handle conversations about the menopause in a supportive and respectful manner.
The political focus reflects a recognition that the economic costs are significant
EY has partnered with The Menopause Space to offer training for employees across its Asia-Pacific offices, with the goal of becoming a menopause-friendly organisation. This training has fostered conversations around the menopause across different cultures and genders, aiming to ensure that all employees are aware of the challenges and can support their colleagues.
EY’s efforts to address the menopause in the workplace have been celebrated at menopause-related events, including a festival in Hong Kong, where a senior male partner spoke about the importance of male allyship in menopause inclusion.
Legislation and policy
Governments around the world are also beginning to recognise the importance of supporting menopausal women in the workplace. This political focus reflects a growing understanding that the economic costs of not supporting menopausal women are significant, and proactive steps are needed to retain this key segment of the workforce.
In 2023 the UK government appointed a menopause employment champion to raise awareness and provide employers with resources to support their staff. And, before it took office, the new Labour government pledged to require larger employers to implement a ‘menopause action plan’ once in power; it will be interesting to see if this materialises.
Australia has introduced several initiatives, including the Menopause Friendly accreditation for workplaces, which ensures inclusive policies and environments, and is discussing a National Menopause Action Plan to raise awareness and reduce stigma. Some states, such as Queensland and Victoria, are introducing paid reproductive health leave for public sector workers, while employers are encouraged to offer flexible working, healthcare access and manager training on menopause support.
Claims of discrimination can be complex and costly to defend
Dutch legislation has focused on prolonged sickness absence linked to the menopause, with research showing that treatment of symptoms can significantly improve work performance. The Netherlands government supports menopause in the workplace through its Arboportaal website, offering information and resources on good working conditions and health. Additionally, the Social and Economic Council, which advises the government, encourages the introduction of flexible work policies.
Legal considerations
In many countries, the menopause is not specifically recognised as a protected characteristic under equality legislation. However, it often intersects with protections against age, sex and disability discrimination.
A growing number of employment tribunal cases in the UK involve claims of menopause-related harassment or discrimination. For example, an office worker was recently awarded £37,000 in compensation after her employer dismissed her symptoms as an ‘excuse for everything’, which the tribunal deemed harassment based on sex. Employers are thus advised to provide training for managers to handle these situations with care and sensitivity, as claims of discrimination related to the menopause can be complex and costly to defend.
The cost to businesses of not accommodating menopausal women is both financial and reputational. Lost productivity, increased absenteeism and high turnover rates can significantly impact a company’s bottom line. By contrast, employers who proactively support menopausal women through flexible working, access to medical care and creating a stigma-free workplace culture will benefit from improved employee retention, higher productivity and a more inclusive workforce.
As the global conversation around the menopause continues to evolve, organisations that lead the way in supporting their employees through this transition will be well-placed to attract and retain top female talent.
