The Bottom Line: Why Supporting Perimenopausal Women Is Crucial for Business Success
Perimenopause, the transitional phase leading up to menopause, is a significant life stage for millions of working women. Yet, it remains a largely taboo topic in many workplaces. While hot flashes and irregular periods might be the most well-known symptoms, perimenopause can also bring a host of other challenges, including brain fog, mood swings, sleep disturbances, and fatigue. These symptoms can significantly impact a woman's ability to thrive at work, affecting not only her individual performance but also the overall productivity and success of the organization.
It's time to break the silence surrounding perimenopause in the workplace. Creating menopause-friendly work environments isn't just about employee well-being, it's a smart business strategy. Companies that ignore the needs of perimenopausal employees risk significant financial consequences, while those that proactively support them reap the rewards of a more engaged, productive, and loyal workforce.
The High Cost of Ignoring Perimenopause
The symptoms of perimenopause can affect nearly every aspect of a woman's work life, impacting:
Cognitive function: Brain fog, memory lapses, and difficulty concentrating can make it challenging to manage workloads, meet deadlines, and maintain focus during meetings.
Emotional well-being: Mood swings, anxiety, and increased stress sensitivity can affect workplace interactions, decision-making, and leadership confidence.
Physical health: Fatigue, joint pain, and sleep disturbances can reduce energy levels, stamina, and overall well-being, leading to increased absenteeism.
Workplace confidence: Many women fear being perceived as incompetent or unreliable due to their symptoms, leading to self-doubt and missed opportunities for career advancement.
Research from the CIPD (Chartered Institute of Personnel and Development) found that 59% of women experiencing menopause symptoms say it negatively affects their work (1). Yet, few feel comfortable discussing it with their employers. This reluctance to disclose symptoms, coupled with a lack of awareness and support from employers, creates a hidden cost for businesses.
The Price of Inaction:
Increased absenteeism: Women struggling with severe symptoms may take more sick leave or even leave the workforce altogether, leading to increased costs for recruitment and training. A 2019 study by the British Menopause Society found that menopause symptoms contribute to an estimated 14 million lost working days each year in the UK (2).
Reduced productivity: Lack of focus, fatigue, and mental fog can significantly lower work efficiency and output, impacting overall team performance and project deadlines. A study published in the journal Menopause found that women experiencing menopausal symptoms reported a decrease in work productivity and an increase in errors (3).
Talent loss: Experienced, highly skilled employees may resign due to unmanaged symptoms and lack of support, resulting in a loss of valuable knowledge and expertise. This can be particularly costly for companies as they lose experienced leaders and mentors.
Legal and reputational risks: Discrimination cases related to menopause are on the rise, and companies that fail to support employees may face lawsuits or reputational damage, impacting their brand image and bottom line. In 2021, the UK government launched a consultation on menopause and the workplace, highlighting the growing concern about discrimination and the need for greater support (4).
The Business Case for Menopause-Friendly Workplaces
In contrast to the costs of ignoring perimenopause, companies that proactively support their employees during this life stage reap significant benefits:
Improved retention: When women feel supported and valued, they're more likely to stay with the company, reducing turnover costs and preserving institutional knowledge. Research by Deloitte found that menopause-friendly policies can contribute to improved employee retention and reduced costs associated with recruitment and training (5).
Increased productivity: By addressing the challenges of perimenopause, companies can help employees manage their symptoms and maintain their focus and productivity, leading to improved overall performance. Studies have shown that providing support for menopausal women can lead to a 10% increase in productivity (6).
Enhanced engagement and morale: Creating a menopause-friendly workplace fosters a culture of inclusivity and respect, leading to higher employee engagement, morale, and loyalty. A survey by the Fawcett Society found that 80% of women who received support for menopause at work felt more positive about their employer (7).
Stronger employer brand: Companies that prioritize employee well-being and demonstrate a commitment to supporting women's health attract and retain top talent, enhancing their reputation as an employer of choice. This can be a significant competitive advantage in today's talent market.
Creating a Supportive Environment: Key Steps for Employers
Implementing menopause-friendly policies and practices doesn't have to be complicated or expensive. Here are some key steps employers can take:
Normalize the conversation: Provide educational workshops and resources on perimenopause and menopause for all employees, including managers. Encourage open and honest discussions about these topics to reduce stigma and foster understanding.
Implement workplace adjustments: Offer flexible work arrangements, temperature control, access to quiet spaces, and other reasonable accommodations to help women manage their symptoms and maintain their well-being at work.
Train managers: Equip managers with the knowledge and tools to support perimenopausal employees effectively. Encourage empathy, understanding, and a willingness to accommodate individual needs.
By taking these steps, companies can create a workplace where women feel valued, supported, and empowered to thrive throughout their perimenopause and menopause journeys. This not only benefits the individual employees but also contributes to a more productive, engaged, and successful workforce overall.
Investing in menopause-friendly workplaces is not just the right thing to do, it's the smart thing to do.
Sources:
CIPD. (2019). Health and well-being at work
British Menopause Society. (2019). Menopause in the workplace: Impact on women and their employers.
Woods, N. F., Mitchell, E. S., & D'Alisera, J. (2008). Symptoms and concern profiles of midlife women seeking information about menopause. Menopause, 15(6), 1085-1093.
UK Government. (2021). Menopause and the workplace: government consultation.
Deloitte. (2022). Women @ work: A global outlook.
Health & Safety Executive. (2018). Menopause: A guide for employers.
Fawcett Society. (2019). Menopause and the workplace: A survey of employers and employees.
