Why menopause support should be on HR's radar all year round

With almost eight in 10 menopausal women in work[1], it’s an issue that will affect a significant portion of the workforce. But in many cases, it still isn’t openly discussed.

Pippa Andrews, Director of Corporate Business at Vitality, who is passionate about raising awareness of women’s health, explains: “It’s a personal and sensitive topic that people don’t necessarily want to discuss. Women themselves experience menopause differently and there is still a fairly large understanding and awareness issue.”

In many cases, employers appear to be falling short of their responsibilities as well; just a quarter of workers say that their employer has a formal menopause policy or other strategies in place[2].

Laura Carter-Penman, Director of Clinical Services, Peppy – a digital health app providing specialised menopause support – says that failing to support employees through the menopause can lead to significant talent loss.

This rings true with data from the Chartered Institute of Personnel and Development (CIPD) which found that 17% have considered leaving their job due to a lack of menopause-related support – with a further six per cent leaving [2]. “Beyond attrition, there’s also the risk of reduced productivity, disengagement and reputational damage if employees feel unsupported,” Carter-Penman adds.

The importance of understanding the impact of this life stage

For Andrews, having a menopause policy signals to employees that their employer understands that this life stage can have a meaningful impact on a person’s life.

She adds: “It can signpost the help that is available and where adjustments can be made to accommodate their needs which is a critical part of an employer’s support package for employees.”

Flexible working arrangements, workplace adjustments – such as needing a fan on the desk or sitting near a window for improved ventilation – and information on uniform adaptations could all form part of a menopause policy at work.

Carter-Penman also points towards other practical steps that employers can take such as creating employee resource groups, appointing menopause champions and offering specialised training for managers so they can support team members with confidence.

'Women themselves experience menopause differently and
there is still a fairly large understanding and awareness issue'

Pippa Andrews, Director of Corporate Business, Vitality

Upskilling and educating line managers

With 2022 data from Irwin Mitchell finding that just 16% of employers trained managers on the menopause[3], offering guidance and training for leaders is also a key consideration for employers and HR. 

“It is human nature and understandable that, for line managers, a lack of awareness and knowledge comes with the desire not to talk about something for fear of saying the wrong thing,” Andrews says.

Therefore, educating line managers about how to sensitively talk about the menopause with employees – and equipping them with the tools to foster a work environment where individuals feel safe to speak up – is crucial.

Tailoring support

Formal policies and training aside, employers could also look to provide access to help and resources for those experiencing the menopause.

Support offered by providers such as Peppy, which Vitality Business members have access to, can give those impacted by the menopause access to unlimited 1-2-1 consultations and chats with specialist practitioners, as well as topical articles, webinars and fitness sessions.

“These services are extremely valuable in signposting staff to the right support – I've personally benefitted from these services throughout my own journey,” Andrews explains.

Research from Lime Solicitors found that 44% of women are concerned that the menopause will negatively impact their career and 60% are in favour of additional employer-led initiatives[4].

With data suggesting that a significant portion of the workforce is impacted by the menopause[1], it must be an ‘always on’ topic for employers. Implementing a menopause policy, upskilling line managers and signposting employees to expert resources and support will help ensure that the menopause remains on HR’s radar throughout the year.

Busting common menopause myths

In this short video, Gabby Logan joins Laura Carter-Penman, a menopause expert at Vitality partner Peppy, to uncover some of the common misconceptions to help those going through menopause (and those around them) feel as informed as possible during, what can be, a highly challenging and confusing time for many.

[1] Menopause in the workplace, NHS England

[2] Menopause in the workplace, CIPD

[3] Majority of businesses failing to deal with menopause in the workplace according to latest study, Irwin Mitchell

[4] 44% of women are worried menopause will negatively impact their career, Lime Solicitors

Related: Why supporting employee health is good for business