Nov 2024 – Menopause and mental health: addressing the invisible symptoms
It was World Menopause Day on the 18 October 2024. Recent legislative changes have made support surrounding the menopause a workplace priority, with the proposal that employers develop supportive action plans. In this article we focus on the impact the menopause can have on mental health and the potential knock-on effects at work.
Whilst each woman’s experience is different, the menopause can often have significant mental and physical health impacts. We look at what these symptoms might be and what support employers should consider implementing.
What is the menopause?
The NHS defines menopause as occurring when periods have stopped for more than 12 months due to lower hormone levels. This usually takes place when individuals are between the ages of 45 and 55 but some will experience menopause, and associated symptoms, earlier than this.
Perimenopause is the transitional phase leading up to menopause, characterized by hormonal fluctuations and various physical and emotional symptoms. This stage can last for a number of years.
During menopause and in the run up to it, people can experience a range of physical symptoms from hot flushes to palpitations to reduced muscle mass. But it is the mental health symptoms – which also have the potential to have a significant impact on someone’s performance at work.
Mental health impact
Mental health symptoms of menopause (and perimenopause) include: low mood; anxiety and heightened stress; depressive symptoms; cognitive difficulties, such as problems with memory and concentration (often referred to as “brain fog”); and sleep disturbances.
All of these could impact on someone’s day-to-day functioning and could have a significant impact on someone’s performance at work. For example:
- Mood changes can affect interpersonal relationships and team dynamics.
- Anxiety and depression can lead to decreased motivation, absence, and lower productivity.
- Cognitive difficulties can impact decision-making, problem-solving, and the ability to focus on tasks.
- Sleep disturbances can have a similar impact and exacerbate other mental health symptoms.
Also, many individuals with these symptoms may be hiding the true extent of the symptoms. This can result in heightened anxiety and a loss of confidence for the individual and can also make it more difficult for employers to recognise the underlying issue.
Menopause action plans
In the newly published Employment Rights Bill there is a provision that could require employers with 250 or more employees to develop equality action plans. These must show the steps employers are taking in relation to gender equality, including the support provided for employees going through the menopause.
Prescribed information will need to be published and frequently refreshed. Key details, including the required content, frequency and form of publication, remain to be determined in future regulations.
Published equality action plans are unlikely to be required before 2026 but employers should start to consider what steps they can take, and engaging with their workforce, now. Introducing specific, supportive measures, tailored to the business in question, will have to be standard practice.
Support Strategies
Although there are currently no proactive obligations for employees to take steps supporting those going through the menopause, introducing support can not only mitigate legal risk, but reduce stigma and create a more supportive culture. Menopause has the potential to form the basis of an employment tribunal claim, primarily through a sex and / or age discrimination claim. Some of the physical or mental health symptoms could also amount to a disability (although menopause itself will not automatically qualify as a disability).
Steps to consider include:
- Creating a formal menopause policy
We are more frequently seeing employers introducing a framework or specific menopause policy to help educate staff, set out manager and colleague responsibilities and outline the support and resources available. The policy could designate a menopause specialist within the business who can deal with menopause-related queries. This could be any wellbeing champion or somebody within the HR team.
If a specific policy is not produced, employers should review their diversity and inclusion policies, as well as flexible working and absence procedures to ensure menopause is covered.
- Promoting open conversations
It is important to encourage a workplace culture where employees feel comfortable discussing mental health issues without fear of stigma. By hosting “safe space” conversations, organisations can provide a platform for employees to share their experiences and seek support. These initiatives also help to normalise discussions around mental health and the menopause, perhaps making it more likely that they access the help that is available. Creating this culture can benefit your DEI strategy generally, but hosting these conversations on specific topics would also educate colleagues who are not themselves experiencing either menopause or perimenopause.
- Training for HR and managers
Training should ensure that managers understand and are able to recognise mental health issues generally, but also specifically related to menopause Training should equip managers with the skills to handle sensitive conversations and to consider appropriate adjustments.
- Employee Assistance Programs (EAPs)
EAPs are potentially valuable resources that often provide confidential counselling and support services. Employees may not be aware of the resources available to them, so promoting the use of EAPs could help equip women with the tools to better manage their mental health and its impact on their working life.
- Private health care
If applicable, employers should highlight what menopause specific support their private healthcare provider offers. This may be access to specialists or private GPs, advice on HRT, or programmes to help women manage their symptoms.
- Mental health resources
Other mental health resources, such as online platforms, helplines, and support groups, can offer convenient and immediate assistance. Also, promoting specialized apps like ‘balance’, which offers health and wellbeing support specifically for menopause, could offer more tailored information and support.
- Workplace adjustments
Regardless of whether the legal duty to make reasonable adjustments is triggered, there are a range of supportive measures that could foster a more inclusive and understanding workplace. For example, flexible and remote working options could provide a range of benefits – for example, allowing options for remote work and flexibility in start and finish times could help employees manage symptoms like hot flushes or sleep disturbances; and, in the office, providing quiet, private spaces can help those struggling to focus. The benefits of open conversations means that managers would be better placed to understand the support that particular individual might benefit from.
Why is this important?
Supporting women through this period of their lives is critical and can lead to better retention of women who may otherwise choose to reduce their hours or leave the workforce. This issue is going to increase in importance over the coming years as the number of women aged 50 and over participating in employment rises. Recent statistics indicate that women make up nearly half of the UK workforce and this is expected to grow.
To make the biggest difference, however, employees of all genders, not just women, need to step up to help break down taboos and stigmas. Everyone has a part to play in this effort. To assist with this, employers should consider signing the Menopause Workplace Pledge and take positive action to make sure everyone going through the menopause is supported.
If you have any specific questions you would like advice on or if you would like information about what is discussed in this article, then please contact: Abi.Frederick@lewissilkin.com of Lewis Silkin LLP or koichiro_nakada@btinternet.com.