Menopause and Andropause at Work

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by Rebecca Lister | 14th Nov 2024

Andropause and Menopause in the Workplace – what employers should be doing when navigating the workplace guidance

Menopause is a significant phase in many women’s lives, affecting their physical, emotional, and mental well-being. With 67% of women reporting negative effects on their work due to menopausal symptoms, it is crucial for businesses to implement supportive measures for menopause at work.

In May 2024 we took part in a webinar on Navigating the New Menopause Workplace Guidance to Support Female Employees, alongside Antonio Fletcher from Whitehead Monckton and Maximise Midlife Coaching.

It covered the impact of menopause on productivity, creating supportive workplace environments, and recent legal considerations. With new guidance on menopause and legislative developments like the Employment Rights Bill, it is crucial for employers to understand how to support their employees during this period.

Here, we cover the topic in full, providing insights into key challenges, practical support strategies, and the latest employment legislation updates that every employer should know. We also consider andropause, which affects men in midlife, to ensure comprehensive workplace health discussions.

Understanding Menopause and Andropause in the Workplace

In recent years, the importance of supporting women through menopause at work has gained significant recognition. With a growing number of women in midlife remaining active in their careers, it’s crucial for organisations to understand how menopause impacts both employees and the workplace environment.

Menopause typically marks the end of a woman’s menstrual cycles, confirmed after a year without a period. It often occurs between the ages of 45 and 55 but can start earlier or later.

This stage, known as perimenopause, brings fluctuating hormone levels, resulting in symptoms like hot flashes, mood swings, and fatigue. Post-menopause, the symptoms might subside, but their impact on health and productivity can linger.

Similarly, andropause, or male menopause, involves the gradual decline of testosterone levels in men. Symptoms can include reduced energy, depression, and decreased concentration.

Addressing perimenopause, menopause and andropause fosters an inclusive work environment that recognises the challenges faced by all employees as they age.

The Impact Menopause and Perimenopause on Careers

Menopause often coincides with a crucial period in a woman’s career. At a time when many are reaching their professional peak, menopausal symptoms can create significant challenges.

A clash often occurs between a woman’s upward career trajectory and the onset of debilitating symptoms, undermining her confidence and performance. As discussed in the webinar, research reveals:

• 90% of women report menopause symptoms negatively impacting their work
• 65% struggle with concentration
• 58% experience increased stress
• Over half have taken time off due to symptoms
• 32% have considered leaving their jobs or selling their businesses

These statistics highlight the pressing need for workplace strategies to support menopausal women. Menopausal symptoms such as fluctuating concentration levels, fatigue, mood swings, and poor memory can significantly disrupt a woman’s ability to perform at her best. Common productivity pitfalls include:

• Tiredness and Fatigue: Persistent fatigue can lead to reduced efficiency and increased errors.
• Mood Changes: Mood swings and anxiety can create interpersonal challenges and decrease overall job satisfaction.
• Memory Lapses: “Brain fog” can hinder problem-solving abilities and delay project timelines.

Additionally, these symptoms can further affect a woman’s health and wellbeing by creating feelings of isolation, as many women may not feel comfortable discussing their struggles openly.

Addressing Andropause Symptoms

While much focus is placed on menopause, it is equally important to acknowledge andropause, a condition affecting middle-aged men characterised by hormonal changes.

Symptoms can include fatigue, depression, and reduced cognitive function, impacting productivity similarly to menopause.

By addressing both conditions, employers can foster a holistic approach to workplace health, ensuring gender representation in discussions about employee well-being.

Practical Support Tips for Women Through Menopause and Men Through Andropause

To mitigate the impact on employees, workplaces should implement supportive strategies:

1. Education and Awareness: Educate all staff about menopause and andropause. This includes training sessions that help employees understand the symptoms and how they can affect daily work life.
2. Proactive Health Support: Encourage early lifestyle changes before hormonal shifts become overwhelming. Access to health resources, such as nutritional advice or exercise programs, can help manage symptoms effectively.
3. Flexible Work Arrangements: Introduce flexible working hours or remote work options to accommodate energy fluctuations and doctor’s appointments.
4. Championing Open Dialogue: Establish champions—trained employees who can offer support and advice, fostering a culture were discussing menopause and andropause is normalised and stigma-free.
5. Tailored Workplace Adjustments: Simple changes like providing fans, ensuring access to fresh air, and creating quiet spaces for rest can make a significant difference.
6. Mental Health Support: Provide access to support organisations, counselling services or employee assistance programs to address emotional challenges.

Assisting Women at Work Through Different Phases of Menopause Transition

Creating a Supportive Workplace for all Employees

Developing supportive andropause and menopause at work guidance benefits not only the affected employees but the entire organisation. Key elements include:

• Inclusive Policies: Draft and implement a clear policy that outlines the support available and encourages open communication. Clearly outline the support available, ensuring it is accessible to all staff. Ensure this policy is accessible and regularly updated.
• Manager Training: Train managers and occupational health to understand its effects, enabling them to support their teams effectively and sensitively. Designate trained individuals to provide support and facilitate open discussions.
• Cultural Shift: Cultivate an inclusive culture where discussions about health and well-being, including menopause and andropause, are normalised. This can boost morale and reduce absenteeism.

Such initiatives not only benefit menopausal women but also enhance overall workplace culture, promoting inclusivity and empathy.

Legal Considerations for Organisations: Navigating New Legislation

Recent guidance from the Equality and Human Rights Commission (EHRC) and updates to the Employment Rights Bill highlight the legal responsibilities of employers regarding menopause at work.

Although menopause is not explicitly recognised as a protected characteristic under the Equality Act 2010, its symptoms can intersect with protected characteristics like age, sex, and potentially disability.

Looking Ahead: Embracing Menopause and Andropause Awareness

The shift towards recognising and supporting menopause at work, and andropause in the workplace, is crucial. It not only helps retain experienced employees but also enhances workplace morale and productivity.

As menopause affects every woman at some stage, and andropause impacts many men, creating an environment where these conditions are openly discussed and managed is essential for fostering an inclusive, supportive, and high-performing workforce.

Employers are encouraged to stay updated with legislative changes, implement comprehensive support strategies, and champion an inclusive culture. This proactive approach will not only benefit individual employees but also contribute to the overall success and sustainability of the organisation.

In light of the wide-scale reforms, including the new menopause at work guidance for employers that the new Government is planning to introduce, we are offering clients a review of their employment contracts and handbook at a discounted rate. To find out how we can help, Get in Touch.