Menopause: from taboo to talent retention

The labour market is ageing and becoming increasingly female. Yet some themes remain strikingly absent from organisations’ wellbeing policy, and menopause is one of them. Which is remarkable because not only does every woman go through this stage, but 70 to 80% of them also experience symptoms. And these aren’t just minor symptoms; from well-known hot flushes and brain fog to increased stress levels and less familiar symptoms. These symptoms have a major impact on life and certainly on the workplace too. How do you deal with that as a manager or HR department?

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Menopause: more than hot flushes

Menopause looks different for every woman. There are more than 40 types of physical and mental symptoms, which are not always equally pronounced or clear in everyone. What is more, there is a pre- and post-stage, meaning the hormonal chaos can last around 7 to 10 years. Intense? Absolutely. Yes, and also complex: what can and can’t you do to support employees or yourself?

Peri-meno-post?

The ‘change’ is the general term covering everything related to the ‘hormonal pause’: perimenopause, menopause, and post-menopause. But what exactly is the difference between these stages?

Perimenopause:

  • starts around 10 years before the last menstrual period

  • between the last regular cycle and the last menstrual period

  • symptoms peak just before menopause and continue for several years afterwards

Menopause:

  • the average age is around 51

  • menopause is the moment after 12 consecutive months without menstruation

  • the woman is no longer fertile

Post-menopause:

  • the period after menopause

  • the woman is no longer fertile

Throughout these stages, 70 to 80% of women experience various symptoms. The most common are:

  • fatigue and sleep problems

  • mood swings and irritability

  • stress spikes

  • memory problems and brain fog

  • hot flushes

  • joint pain and stiffness

  • increased sensitivity to stress

  • osteoporosis or arthritis

  • cardiovascular conditions such as raised cholesterol, blood pressure, and heart rate

Because of some of these symptoms, (peri)menopause is often wrongly confused with burnout or depression. Not only by those around the woman, but by the woman herself too. What’s more, there is no test that clearly identifies menopause, which makes it even harder to interpret the symptoms correctly.

A bigger impact at work than you might think

We are talking about a large group that is affected. In Belgium, more than 43% of female employees are over 45, precisely the group in which (peri)menopause occurs. In certain sectors such as healthcare and education, that percentage is even higher. All in all, this concerns one fifth of the working Belgian population.

Research shows that menopausal symptoms can lead to an average of 26 extra days of absenteeism per year. There is also presenteeism: women do come to work, but function less well because of fatigue, concentration problems, or stress spikes. And the worst news is: one in ten women will change jobs because of the symptoms. That means your organisation loses valuable knowledge and experience. What’s more, older employees are often mentors or buddies to newer or younger colleagues, know the company extremely well already, and bring a certain stability to teams through their many years with the company.

That seems to us to be the immediate answer to the question: ‘why should we as an organisation focus on this?’ 😉 Do you want to avoid people dropping out, the costs of absenteeism, and decreasing motivation? If so, extra attention and support for women going through the menopause are needed.

Four specific things you can do as a manager or HR officer

1. Inform yourself

Knowledge is the first step. Inform yourself, even as a man, or as a woman in your prime. Lack of knowledge is often a big part of the taboo, and the reason why it is so difficult to break. If you know what (peri)menopause actually is and what the symptoms are, you may recognise them more quickly and find it easier to start the conversation. An information session with a menopause coach can already largely clear away the brain fog surrounding the topic. 😉 If that sounds interesting, contact us with no obligation.

2. Make it a topic of discussion

Talk to your employees and make it clear that open dialogue is possible. Sometimes women themselves do not realise they are in perimenopause. Or they find it frightening that their body suddenly reacts differently from what they have been used to all their life. A non-judgemental (and informed) listening ear can make a real difference at such a moment. An employee may then feel more able to say what would really help, or to express concerns about how she is functioning. Research shows that a dose of (respectful) humour also helps a great deal. 😉 So listen, acknowledge, and give space.

3. Actively think about adjustments

Sometimes small, practical adjustments are already enough. Don’t be afraid to consider:

  • flexible working hours or staggered hours

  • extra breaks or recovery moments

  • working from home

  • temperature control: extra ventilation, lighter work clothing, the option to adjust the temperature in a (private) office or workspace, a place by an open window, etc.

  • the option to freshen up more often

  • temporary adjustments to job content

  • ...

Alongside small workplace measures, a generally healthy lifestyle also helps women going through menopause – and coincidentally, it helps other people too. 😉

Mindfulness, meditation, yoga, or breathing exercises can help with increased stress. Healthy eating, enough hydration, and exercise also help reduce certain symptoms.

Regardless, balance is important. Not everything works equally well for everyone, and not everything is possible in the workplace, depending on capacity and productivity. So make sure you keep that discussion open and ask what would help most. Can’t immediately see any options? Then bring in our Vitality experts – they will be happy to brainstorm with you.

4. Embed it in your wellbeing policy

Menopause is part of a broader framework of wellbeing at work and sustainable employability. It also ties in perfectly with the objectives of ‘CLA 104’ on sustainable employability. That CLA asks employers to create workable jobs for older employees aged 45 and over. By taking menopause into account as well, you can prevent people dropping out and retain valuable experience.

Working longer together

Today’s reality still too often shows that women going through menopause are not sufficiently supported or understood in the workplace. If you want to keep everyone working for longer, in better health and more happily, you cannot afford to leave this growing group of employees to fend for themselves. Because anyone who invests in the wellbeing of every employee gets that returned twofold and more. So make the right choice. 😉