While it might take a bit more convincing for some, there’s evidence that menopause leave can pack a positive punch for employers trying to manage skyrocketing costs.
Offering women menopause leave to better manage their symptoms could potentially reframe their entire attitude towards work. And rather than soldiering on, a time-out might offer women the space to reconsider quitting altogether.
According to the Australasian Menopause Society, the research shows menopause symptoms can lead to less job satisfaction and lowers women’s general commitment to their roles. Allowing for that critical time away from the office, even if it’s only for a few weeks or even days, could be enough for some women to re-engage and feel more connected to their work. This keeps hiring costs low as employers are not constantly scrambling to fill roles left open by women whose symptoms prove too debilitating.
Additionally, UK professional HR body, the Chartered Institute of Personnel and Development, suggested that keeping women in the workforce, thanks to menopause leave and support, is an opportunity for employers to work towards closing gender pay gaps. This is much harder for organizations to achieve when there are fewer women in the team able to take on the senior roles that come with a higher salary.
What does menopause leave look like?
For employers who aren’t sure about what a menopause leave policy even looks like, Victorian Women’s Trust, an Australian research, policy, and advocacy service, has stepped in and developed a free menstrual policy template for any workplace, anywhere in the world to use.
The proposed menopause leave policy suggests employers:
prioritize women’s comfort and allow them to work from home if possible
offer opportunities and spaces for women to rest in quiet areas at work
offer 12 days leave per year that is pro-rata and non-cumulative
do not require medical certificates from women taking time off to manage menopause symptoms.
For UK employers, DavidsonMorris solicitors also offer comprehensive advice on putting together a tailored menopause policy.
To understand what a menopause leave policy can, and should, look like, UK retail giant Marks & Spencer has stepped up.
With women making up 73% of its workforce of 85,000 spread across 53 countries, Marks & Spencer developed a comprehensive ‘Manage Your Menopause’ microsite for staff, filled with information and guidance for managers. It also formed a specialist group within its Occupation Health and Employee Support services team to manage referrals and established clear absence policies related to menopause symptoms. The initiative was a huge success, leading to fewer absences and less staff turnover.
Marks & Spencer also partnered with advocacy organization GenM. Alongside 31 other brands like Boots, Vichy, and Promensil, the company signed an open letter asking other businesses to support the UK’s 15.5 million women experiencing menopause with effective products, services, workplace policies, and signposting.
In the US, few organizations share information about their menopause policies, if any. This could be a sign that for now, not many American employers are willing to acknowledge publicly that it’s a concern. Or they simply don’t want to highlight they can’t offer menopause leave to employees.
Kellogg’s in the UK have publicly said they’re on a mission to break menopause taboos, as well as the stigma of infertility and miscarriage. Instead of silence, managers are being trained to talk about menopause with their employees to create a psychologically safe workplace.
In Australia, retirement fund, Future Super, is another leader and one of the first to put a menopause leave policy in place. It offers women up to six days of menopause (and menstrual) leave per year, which is not part of their employees’ personal or sick leave. The good news is their workers took notice – Future Super shared that 22% of women took advantage of the policy within its first six months.
Here at Mindset Health we try to practice what we preach. Our menopause and menstruation leave policy allows women a safe space to speak up, share their concerns, work from home, or take a time-out from the office without it impacting our annual leave allowance.
How to start the conversation at work
With or without menopause leave in place, it can be an empowering step to start the conversation in your workplace.
Here are a few simple steps that can set your workplace in the right direction.
Find the right person
Determine who you feel the most comfortable talking to. They might be your manager or someone in human resources. Be open; let them know what’s going on and any struggles you may be having in the workplace. This is your chance to ask for help and see what solutions are possible.
Suggest your own solutions
You can take control too! Prepare a list of your symptoms with potential solutions.
If anxiety and night sweats keep you up, suggest a possible later start time to clock on. Ensure your coworkers know your new schedule.
Send yourself to time-out
For offices that already have a mother’s room for breastfeeding women, suggest this becomes a shared space. When a hot flash is coming on fast, this could become your go-to spot for a time-out to cool down.
This place could also be a safe space for you to take a 15-minute break for hot flash programs such as Evia.
Turn to tech for tracking
If brain fog (or brain fade) is one of your biggest concerns, set audible reminders on your email and calendars to keep you on track. Ask your manager if they have any software solutions to help you with your planning.
Spread the word
If the person you’ve spoken to is unfamiliar with menopause, point them in the right direction to help them help you. Menopause at Work is a great resource with plenty of advice for building menopause-savvy managers.
Find your friends
Seek out confidants at work. Having a go-to person on a day when your symptoms are particularly disruptive could help.
The Wrap Up
There’s a growing need for support in the workplace for women experiencing menopause symptoms, particularly via the implementation of a menopause leave policy. With more women working (and in the workforce for longer), actioning a menopause leave policy has never been more relevant or in demand. There are steps employers can take right now to support women experiencing symptoms that impact their performance. Speaking up yourself can be challenging, but suggesting a few easy-to-implement changes could make a big difference to not only your performance but how you see yourself as a working woman.
References
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