In recent months, menstrual and menopausal health has been increasingly discussed in parliament, in the mainstream media, and on social media. This increased visibility has already led to positive changes on a political level including the provision of free menstrual products in schools, the appointment of England’s first-ever Menopause Employment Champion, and the launch of the Women’s Health Strategy.
Discussions around the topic have highlighted the need for workplaces to improve how they support employees experiencing menstruation and menopause transition. However, only a minority of UK workplaces have implemented specific policies that address menstrual and menopausal health and wellbeing.
Although menstruation and perimenopause are natural bodily processes, some women, and other gender minorities (such as transgender men and nonbinary people) may need support and adjustments to ensure that they are able to attend work and effectively carry out their role. The British Standards Institution (BSI) workplace standard on menstrual and menopausal health is, therefore, a timely and vital step towards gender equality in the workplace.
Why is the new standard needed?
Recent research from the Fawcett Society found that one in ten women who worked during the menopause have left a job due to their symptoms. There is a clear business case for employers to develop their support for individuals experiencing menopausal symptoms at work given that women make up 50% of the workforce and significantly outnumber men in many key sectors.
Further:
- In the UK, one in three women are either going through or have gone through the menopause;
- 400,000 women start the menopause each year;
- 25% of women consider giving up work each year due to menopausal symptoms; and
- Trans or non-binary people may also experience the menopause.
Research by the British Menopause Society indicates that 45% of women believe that menopausal symptoms have negatively impacted their work performance and 47% of women who have taken a day off work related to menopausal symptoms will not tell their employer the reason for their absence.
Employers should also be considering the legal case for complying with the new standard. The most relevant legislation covering menopause is the Equality Act 2010, which has been the basis of three successful employment tribunal claims. The protected characteristics relevant to menopause are age, sex and disability. There is also the health and safety at work legislation, which places a duty of care on employers in relation to their employees, failing to look after menopausal women could arguably be in breach of this legislation.
What are the symptoms?
Menopause and perimenopause symptoms can have a huge impact on daily life and the workplace. Symptoms usually commence months or years before periods end. This is called the perimenopause.
The most common mental and physical symptoms include:
- Changes to mood and low self esteem
- Fatigue
- Hot flushes
- Anxiety
- Difficulty sleeping
- Loss of memory or concentration (brain fog)
- Headaches and migraines that are worse than usual
- Muscle aches and joint pains
Symptoms can last for several years, and typically occur between the ages of 45 to 55. Many women also experience peri-menopausal symptoms for many years prior to full menopause.
What is the new standard?
The menstruation, menstrual health and menopause in the workplace standard is intended to help companies identify misconceptions about periods and peri-menopause and sets out practical recommendations including:
- More training for managers to understand potential impact
- Ensuring facilities are accessible
- Using non-stigmatising language such as ‘menstrual products’ instead of ‘feminine hygiene products’
- Offering flexible work patterns for staff
- Checking that company policies consider menstruation and menopause
- Introducing comfortable seating and desk fans to help with menopause symptoms
- Flexible uniform and dress code
The BSI has acknowledged that not everyone would want support as experiences differ, but the new work standard will give organisations a framework in which to take action.
Summary
Launching the new work standard is a great step forward in supporting women and retaining talented people in work. However, the BSI have found that only a minority of UK workplaces had already introduced policies on menstrual and menopausal health and wellbeing, stressing that some women, transgender men and non-binary people needed adjustments to effectively carry out their work.
Employers not introducing policies and taking the new standard forward risk being left behind. There is strong evidence that work is a great provider of social support and a source of self-esteem. Normalising menopause at work and making it unremarkable is the right thing to do. A key comparator is women who are pregnant or have children, which is an ordinary workplace conversation. There is growing evidence that normalising menopause in conversation pays dividends for businesses, and we know that women who feel supported are happier and more committed overall.
Please do not hesitate to contact Hill Dickinson’s Health Employment team if you have any questions or need some advice on this area.
For further information, please contact:
Fiona McLellan, Partner, Hill Dickinson
fiona.mclellan@hilldickinson.com
