How to manage menopause at work

October 14, 2022

The changes that you experience during the menopause can have an impact at work – like your performance, and relationship with others – as well as your personal life.

As the retirement age slowly rises, there is a high chance you’ll be working during the menopause transition, and beyond. This life phase is rarely discussed. Particularly in the workplace.

But if it is impacting your performance and happiness, shouldn’t your employer be more involved?

Honesty is best

Sometimes you’re just needing your employer acknowledging you and making small adjustments to make work so much easier.

Flexible working hours might help if you are struggling to sleep. Or perhaps an understanding that it’s more comfortable for you to sit by a window or fan during a meeting in case of a hot flush.

We understand that being the first person in your office to have this conversation with a manager can be uncomfortable. But, you must remember you aren’t alone. What you are experiencing happens to half of the population at one time or another.

Menopause is not something to be ashamed of. The more we openly talk about it, the more help women will get.

Menopause is a workplace issue

Increasingly, various organisations have begun recognising menopause as an important work issue. They’ve since issued guidance to their members, including Trade Union Congress (TUC), UNISON and the Police. The Faculty of Occupational Medicine (a medical body which examines how health affects work) has also issued menopause guidance for all employers and workplaces.

Corporations and organisations are recognising that, when it comes to the wellbeing of staff, they must be including menopause in these conversations. Equality and diversity departments are also acknowledging that gender-specific health concerns, like menopause, are treated differently.

Find out what resources are available to you

So maybe your colleagues and managers could have a better understanding than you might expect. Your organisation may have guidance for staff. Or, even a policy that gives you support and resources – like access to our Peppy practitioners.

If talking to your manager isn’t an option, speak to your human resources team or ask for occupational health support.

With a simple conversation, good support and easy access to suitable treatments if needed, the menopause doesn’t need to be a battle at work – and that benefits everybody.

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