Menopause affects half of the population, yet has traditionally been a silent issue – particularly within the workplace. It’s refreshing to see conversations about the menopause are now starting to feel less taboo, but more still needs to be done.

I’ve seen first-hand the huge impact that talking to one another and sharing can make. My mother was very open about the menopause symptoms she experienced, which were psychological as well as physical. I’m sure that her openness not only helped her own recovery, but also raised awareness for myself and others around her.

I’ve noticed over recent years that it is being talked about more freely. And with the rise of organisations like the Menopause Café – which encourages people to get together over cake and a cup of tea to talk – it’s starting to feel like we’re moving in the right direction.

But, while it is gaining much-needed attention, there’s still a way to go.

Symptoms such as fatigue, brain fog, anxiety, and sleep disturbances can significantly impact people’s engagement and wellbeing at work.

In my own experience, my main symptom of great fatigue meant I had to take some time off work while at a previous employer and at a particularly busy time for the business. This led to a feeling of guilt at leaving others to cope, as well as embarrassment as my colleagues were younger than me and had never considered what menopause might mean.

From both my mother’s experience and my own, I’ve learnt the importance of sharing and listening to one another, so we can support those going through a potentially very difficult time in their lives.

As well as encouraging conversation, organisations need to take practical steps to provide menopause support. It isn’t just about fans on the desk - we need a holistic approach when it comes to helping our colleagues.

At OneFamily, we’ve introduced a menopause policy last year as part of our commitment to diversity, equity and inclusion. There are several key elements to this policy. Firstly, education and awareness are vital. Earlier this year, as part of our Wellbeing Champion initiative, we hosted a lunch & learn session to provide our teams information about the menopause which was extremely well received by colleagues.

The menopause often coincides with other big life events and so there are practical considerations to think about too. For example, younger family members needing emotional and financial support, alongside older family members needing care or possibly grief following the death of a loved one, all the while trying to hold down a job, paying bills and perhaps having to go to medical appointments. 

Offering flexible working options is essential. At OneFamily, employees can request temporary or permanent changes to their work hours and or work remotely to accommodate menopause symptoms. Line managers are also encouraged to have open conversations and seek HR support when needed and we have a number of resources available to all colleagues, such as the Help@hand app which offers 24/7 GP access and mental health support.

As an employer, we have a responsibility to create an environment that prioritises understanding and flexibility to support people experiencing the menopause. This means not only implementing policies, but also building a culture where open conversations are encouraged and support is readily available.

By taking a holistic approach, we can ensure that everyone feels valued and empowered, regardless of the challenges they may face. Together, we can make the workplace a more inclusive and supportive space for all. 


About OneFamily 
 
We’re owned by our members for our members, which means we don’t have shareholders to pay – so we can reinvest our profits for good. Putting our members first and improving the financial wellbeing of those who need it most is firmly built into our values.

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