You may have seen that last week (the beginning of Menopause Awareness month), the CIPD published its latest report into menopause in the workplace:

https://www.cipd.org/en/knowledge/reports/menopause-workplace-experiences

The report explores employees’ experiences of menopause at work, surveying over 2,000 women, aged 40 to 60, who are currently employed and have experienced menopause symptoms.

Key findings include:

• Over a quarter of women (27%) aged 40-60 who have experienced menopause symptoms in the UK - an estimated 1.2 million - say that menopause has had a negative impact on their career progression.
• These impacts are heightened for those who have a disability, long-term health condition, or identify as an ethnic minority.
• Two-thirds (67%) of women with experience of menopausal symptoms say they have had a mostly negative effect on them at work.
• A wide range of impacts are reported, including feeling less able to concentrate (79%) and an increased amount of stress (68%).
• Those who feel unsupported by their employer are more likely to report having felt an increased amount of pressure (55% of those who feel unsupported compared to 43% of those who feel supported) or stress (75% of those who feel unsupported compared to 68% of those who feel supported).

The report also recommends key actions for employers:

• Create an open culture and encourage conversations about menopause – providing information and sharing experiences can help to involve all employees and managers in these conversations.
• Develop a supportive framework and be clear on practical help that is available. This could include a specific menopause policy or guidance as well as support for those experiencing symptoms.
• Offer a broad range of flexible working options to suit a variety of roles.
• Make sure that absence management policies are fair and flexible so that they don’t unfairly penalise someone experiencing ongoing menopause symptoms.
• Educate and train line managers so they are aware of menopause symptoms and organisational support. Training should include how to be approachable and to have sensitive one-to-one conversations.
• Understand that simple adjustments to working environments can make a significant difference to someone’s comfort. For example, looking at ways to cool the workplace, providing easy access to cold drinking water and washrooms, and adapting uniforms to improve comfort.

As a result of the findings, the CIPD is calling for increased employer support to help those experiencing menopause to stay and progress in work, and you may like to read the supporting blog post:

Onwards and upwards to build menopause-friendly workplaces

All CIPD's menopause-related resources are available here:

https://www.cipd.org/uk/topics/menopause/

I thought I'd also signpost the previous discussions we've had around this topic. Interesting to note thare has been a progression in terms of awareness and action.

RE: Menstruation Policy (2023)

 Menopause policy(2022)

 Menopause support and policies (2021)

 Flexible working - menopause (2021)

Performance Management issue-Menopause & anxiety (2020)

 Support for women in the workplace going through the Menopause (2018)

 Menopause in the workplace (2017)

And more controversially...

My manager would like to add a paragraph to include 'male menopause'...