How to break the taboo of talking about the menopause at work

Not too long ago, the menopause was pretty widely regarded as one of those things ‘you just don’t talk about’. Things have improved, but people can still be reluctant to speak openly about the symptoms of the menopause – even if that means missing out on support from their employer, colleagues or friends. We’d like to think that the days of putting absence caused by menopause symptoms down to a cold or an upset tummy were over… but they probably aren’t.

The menopause, of course, is a perfectly natural stage of life – and one that around seven million people are currently passing through in the UK, suggest population figures from the Office for National Statistics. But the culture of silence which has traditionally shrouded menopause means speaking out can still be hard to do.

Creating an open culture at work helps everyone – not least employers themselves. Giving people the support they need at this stage in their lives can help employees stay at work, be more productive and happier.

All of us have a part to play in banishing any remaining notions that the menopause is something to just ignore, or to pretend doesn’t exist.

What can employers do?

Make it clear you’re supportive

By making sure that your HR policy offers support to people experiencing the menopause, and possibly setting up a specific policy relating to it, you can help employees to understand exactly what support they can expect to receive. Doing this can also signal that they’re working in an organisation that’s ready and willing to offer support.

Empower your line managers to make a difference

Employees need to know that they have people they can talk to at all levels, and line managers play a pivotal role in this. A business-wide culture of openness underlies everything here. But you could also provide some training for your line managers, so that they can more easily pick up signs that an employee needs support. Psychological symptoms, including anxiety and mood swings, can be felt by people experiencing the menopause, and workplace benefits providers can offer training packages to help managers recognise and address issues like these.

Be open to making adjustments

Taking a flexible approach to working patterns is a highly effective way to show that you take the menopause seriously, and that people will be listened to when they talk about its affects. Adjustments you could consider include swapping around shifts if an employee has slept badly, relaxing dress codes, or providing a fan to help alleviate hot flushes. You could also make it clear that short rest breaks, or additional remote working days, are fine when symptoms become troublesome.

What can colleagues do?

Be a good listener

Employees at all levels of the business can provide support simply by being there for colleagues when they need to chat – perhaps while taking a stroll at lunch time.

As well as listening carefully, it’s important to be careful what you say! A colleague may need more visits to the loo, find it too warm in a room which you think is fine, or need more breaks than you do. Think about how they could be feeling before saying something you might regret.

Don’t make assumptions

Although the most common ages between which symptoms are experienced is 45-55, the menopause is a gradual transition which can start years before these ages and persist far beyond them. So, don’t think a colleague is ‘too young’ or ‘too old’ to be affected.

It's also important to remember that the menopause can also affect people from transgender, non-binary and intersex communities – and symptoms may vary between different ethnic groups.

Go the extra mile to help

Support for colleagues doesn’t have to be part of a formal process or go through ‘the boss’. Offering to swap shifts or attend a meeting on behalf of a colleague who doesn’t feel up to it, can make a big difference.

What can employees do for themselves?

Not suffering in silence

Perhaps the first thing anyone passing through the menopause should bear in mind is that they don’t have to just ‘grin and bear it’ or put up with difficult symptoms without complaint. Speaking up, and asking for support, is something no-one should feel embarrassed to do.

Taking extra care of themselves

Recognising that you shouldn’t just ‘put up with’ menopause symptoms is about taking time to look after yourself as well as getting support from others. The NHS recommends measures including regular exercise and getting a bit more sunlight to boost vitamin D, as well as stopping smoking and cutting down on alcohol.

Make use of support groups and specialist help

People are sometimes reluctant to speak to a doctor about menopause symptoms, just as they might not feel comfortable discussing them at work. But the GP is always a good place to go for guidance, and a good starting point to access other sources of medical support.

As well as the help a GP can provide, the NHS supports people experiencing the menopause with guidance from their website:

Medical menopause information from the NHS
The Aviva Wellbeing Library offers a comprehensive resource of guides and expert articles on the symptoms of the menopause and how to manage them, both at home and in the workplace
Specialist organisation ‘Henpicked’ provides tips, information and shared experiences from people experiencing the menopause.

The menopause isn’t something to keep quiet about. It’s something to help people with. By improving understanding, and creating an open working culture, we can help get rid of the last traces of a persistent and damaging taboo.

The author is Dr Doug Wright, Aviva UK Health medical director.

This article is provided by Aviva UK Health.