Takeaways from the Henpicked: Menopause in the Workplace Roadshow

Opening Keynote – changing the perception of the menopause in the workplace

The opening session was delivered by Sally Leech, a Director at Henpicked and looked at how employers can help to change the perceptions and the dialogue associated with the menopause to a positive one by using inclusive and empowering language when talking about it. Sally explained that the aim is to make menopause conversations unremarkable in the workplace, the same as any other conversation. And, whilst managers play a key role in this, it is also a collective responsibility.

Sally made the valid point that, historically, when life expectancy was much lower, women experienced the menopause as more of an end-of-life event. Now, with life expectancy for women having increased and with the average age when women reach menopause being 51, it is much more of middle-of-life experience. It is important to remember that women of menopausal age who end up leaving their job due to menopausal symptoms often have vast experience under their belt and employers would benefit from having support in place to retain them within the workplace.

We have a social responsibility to challenge taboos around the menopause to help colleagues to continue to thrive at work and feel able to openly discuss menopausal issues at work and receive understanding and support in return.

The words used by individuals and managers can have a significant impact on how the menopause is perceived – a shift towards using words such as capable, wise, knowledgeable, experienced, and empowered would have much more positive connotations for women[1] going through this stage of life.

Menopause at Work – A Medical Perspective

Dr Clare Spencer, a GP, Menopause Specialist, and founder of My Menopause Centre began the next session with some startling statistics from recent research carried out by The Fawcett Society into the menopause at work:

• around 1 in 4 women feel prepared for the menopause as they are entering into it;
• 1 in 10 women who worked during the menopause have left a job due to their symptoms;
• 8 out of 10 women say their employer has not shared information, trained staff, or put in place a menopause absence policy; and
• 77% of women agree that symptoms can have a negative impact on performance at work.

Whilst this data presents a somewhat dismal picture, Dr Spencer turned this on its head by emphasising the adage ‘Knowledge is power,’ which became an unofficial mantra for the roadshow. She explained that the more women are informed and prepared for the menopause, the more likely they are to cope better, feel more positive and seek out ways to improve symptoms. In other words, the mantra serves to ensure women feel empowered to take control of their menopause and not only survive it but thrive in the process.

The session covered what the menopause and perimenopause are, from a medical standpoint, other types of menopause (aside from the natural menopause which comes on gradually) such as surgical menopause, common symptoms and increased health risks which the menopause brings with it.

Where Dr Spencer’s ‘knowledge is power’ mantra really came into its own was in the section on knowing how to deal with menopausal symptoms. For women, it is empowering to know that there is much that can be done to potentially alleviate symptoms; for example, through changes to lifestyle and mental wellbeing (e.g. high intensity exercise, weight training and yoga), considering alternative therapies and herbal remedies, as well as more traditional HRT and non-HRT prescribed medications.

Although a small number of women (around 2 in 10) experience minimal or no menopausal symptoms, symptoms can change over time – which is unsurprising when you consider that the perimenopause typically starts in mid to late 40s, the menopause at around 51 and postmenopausal symptoms can continue for some women into their 60s or 70s.

As women, knowing and understanding ourselves and our own bodies and keeping a diary of symptoms can be insightful and help us be more prepared if we decide to seek support from a medical professional.

As to when women may decide to seek such support, Dr Spencer suggested that the tipping point may be when you feel fed up or are aware of potential menopause symptoms affecting you.

For women looking to seek support from their GP on managing menopausal symptoms, she had the following advice:

1. Choose the menopause ‘Go-to person’ within the practice – ask the receptionist/other staff who is the best person to speak to.
2. Go prepared on what you want to get out of the session – provide a list of symptoms you have been experiencing (the My Menopause Centre website includes a ‘Symptom Checker’ section).
3. Bear in mind that you may need more than one appointment to get the right support in place for you or you may benefit from a referral to a specialist menopause centre.

Dr Spencer also emphasised the power of mindset – how viewing the menopause as a transitional time, a time to take stock and consider how you would like to live the rest of your life turns the narrative into an empowering one.

Menopause and Employment Law

The next session was led by Employment Solicitor, Heidi Cooper, of Harrison Clark Rickerbys Solicitors and began by touching upon more of the findings from The Fawcett Society’s Menopause and the Workplace report, namely that:

• Many women do not feel comfortable discussing the menopause with their manager.
• 1 in 10 women have left work due to menopause symptoms.
• Managers have limited understanding of the menopause – the Fawcett report emphasises the need for menopause training sessions for managers.

Heidi went on to discuss the legal implications and risks of employers mishandling employees’ menopause related issues, including facing claims for age, sex and disability discrimination, unfair dismissal and harassment and referred to rising employment tribunal cases relating to the menopause.

One such case was Davies v Scottish and Tribunal Service (2018) in which the Employment Tribunal found in favour of the claimant for unfair dismissal and discrimination arising from a disability for reasons related to menopausal symptoms at work.

In another case, Donnachie v Telent Technology Services Ltd (2020), the Employment Tribunal, during a preliminary hearing, found that the effect of the claimant’s menopausal symptoms was substantial enough to meet the definition of a disability under the Equality Act.

The session then moved on to discuss how employers should take a proactive approach to managing menopause in the workplace, to safeguard against prospective claims and, importantly, to nurture a welcoming and inclusive workplace culture for women experiencing the menopause. Ideas included:

1. Focus on improving awareness and knowledge – train and upskill the workforce on the menopause, particularly employees in supervisory or managerial roles and those in HR.
2. Encourage open conversations on the topic, to break down taboos.
3. Consider introducing a menopause policy and adding it to staff handbooks.
4. Consider creating peer support groups who may host regular drop-in sessions.

Proactively implement reasonable adjustments, where possible, which are tailored to individual needs e.g. consider temperature and lighting in the office, make a desk fan easily available for an employee experiencing hot flushes and, if feasible, permit flexible working hours. Generally, seek to foster an inclusive, welcoming environment and ensure that those in leadership positions are seen and heard to be understanding of their colleagues who are experiencing menopausal symptoms.

How to be a Menopause Friendly Employer

Deborah Garlick, founder of Henpicked: Menopause in the Workplace led the next session which focused in on what employers can do to make their business more menopause friendly. Questions to consider (which we have tailored to be law-firm specific) are:

1. Policy/guidance/factsheets: how clear it is that your firm supports menopausal women at work, how is best to relay this to staff and ensure it remains a priority, where is it appropriate to store it for easy access? Are your menopause related policies linked to other relevant policies g. flexible working? Does your absence and sickness reporting procedure allow for menopausal symptoms to be logged as a reason for tracking purposes?

2. Culture: are you creating a culture where employees feel able to talk openly about the menopause? Are senior leaders engaged in training and awareness raising? Does your firm support menopause awareness days?

3. Training and support: do your managers and teams have the necessary knowledge and skills to talk about the menopause? Have you considered upskilling employees and/or appointing menopause champions/advocates?

4. Existing support: do you provide employees with easy access to support services, with expertise on supporting menopausal women at work, such as an occupational health service or an employee assistance programme?

5. Workwear: likely to be less applicable to law firms but, where uniforms are worn, is the material breathable and comfortable for those experiencing menopausal symptoms?

6. Workplace facilities: are office-based employees able to control the temperature in their area of work g. are desk fans readily available? Are employees able to move desks to sit near a window or away from a radiator? Is there access to cold drinking water and washroom facilities in all workplace situations?

Menopause at Work – HSBC Case Study

The final session involved Chris Pitt, CEO of First Direct Bank (a division of HSBC Bank plc), discussing the journey his organisation has been on in the lead up to and beyond it becoming the first UK employer to be awarded the Menopause Friendly Accreditation in July 2021.

Chris began by outlining the reasons why HSBC decided to become menopause-friendly. He stated:

1. It was the right thing to do – everyone should be able to bring their best self to work.
2. It makes 100% commercial sense – an employer who cares about things that matter to its employees creates stability in its workforce.

He then talked through their journey to date, which may be inspiring to many as to what can be achieved, within a relatively short period of time, when the impetus is there to make a difference to wellbeing in the workplace. This included:

Chris concluded by noting that the menopause should be seen as everyone’s problem, rather than a women-only problem.

Final thoughts

The menopause may appear to be a tricky subject in the workplace but that does not make it one that employers should be tempted to ignore or shy away from. This event gave a comprehensive overview of how employers, including law firms, can be embracing of and supportive to employees going through the menopause and how, taking the time to understand its potential impact on a workforce will have benefits for both the employer and the employee.

Facilitating positive change to improve the working environment for employees experiencing menopause not only improves the employer/employee relationship and working environment, but it will likely foster a working culture where employees are able to reduce the amount of leave that they may need to take to deal with menopausal symptoms, as well as helping to retain experienced and valued staff.

Whilst not all firms may have the resources to go to the lengths that HSBC has, it is important that supporting and empowering women at work, as they go through the menopause, is a priority for all and that effective measures are put in place which work for individual firms; as Chris Pitt says, “It’s the right thing to do” and it “makes 100% commercial sense.’

As the mantra of this informative roadshow states: “knowledge is power.” Imagine, then, how much power applied knowledge would have. And that can only happen through collective action… which will make us all a superpower to be reckoned with!

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[1] Whilst this blog refers to female employees experiencing menopausal symptoms, it is intended that this also includes non-binary, transgender, or intersex individuals who experience menopausal symptoms.