We are familiar with two stark figures in respect of women leaving work due to menopause symptoms. Research in 2016 showed one in four women consider leaving work due to menopause symptoms while according to the Fawcett Society in 2022, one in 10 actually do leave.
I suspect the figures are higher as we know many women don’t explain (or know) that their menopause is the underlying reason why they have lost confidence, feel unable to cope, are too tired to do their job or are simply overwhelmed to the point they resign.
Read more: Six things to consider when creating menopause guidance
Quite apart from the impact on an individual and their family if they feel they have no option but to dial down their career ambitions or leave work altogether, it’s an enormous loss to an organisation when highly experienced professionals with decades of valuable expertise leave.
Menopause affects everyone differently but typical symptoms that can lead women to quitting their jobs include anxiety, loss of confidence, fatigue, difficulty concentrating, ‘brain fog’ and physical discomfort. Paradoxically, all these symptoms make it very hard to return to the workplace.
Increasingly, employers are menopause friendly with policies, support groups, trained managers and allies in place to help people navigate their menopause and stay in work.
But what has become of those individuals whose expertise, skills, insight and talent have already been lost from the workplace? How can employers attract them back?
Read more: Menopause at work: what's the employer's responsibility?
Here are some key considerations employers looking to recruit – and retain – women returners.
Be flexible
Remote working, part-time hours and phased re-entry into the workforce make it easier for women to balance career and health concerns.
Rebuild skills and confidence
A career break can leave women feeling behind the curve if technology and industry protocols have moved on. Professional training and partnering them with someone familiar with new processes will help them quickly upskill and regain confidence.
Read more: Why menopause matters in the workplace
Health and wellness support
Providing access to healthcare, wellness resources, counselling and medical support will help women manage their physical and mental menopause symptoms.
Peer support
Support groups create a sense of community, reduce isolation and build empathy while a buddy system will help returners reintegrate.
Answer FAQs
Workplace protocols and systems can be overwhelming to a returner. Creating a factsheet outlining everything people need to know about how the workday runs, where things are and contact details of people who can help enables returners to check back whenever they need.
Common pitfalls to avoid:
-
Don't assume it’s ‘business as usual’ – be mindful that while the workplace may not have altered much, your returner has been experienced change in themselves
-
Don't use a one-size-fits-all induction – everyone’s time away from work will be different so tailor their return programme to suit their individual needs
-
Don't restrict responsibility for your returner programme to the HR department. Train line managers and senior leaders to foster an inclusive culture and be sensitive to the challenges that menopausal returners may face.
By Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace and co-founder of the Revive & Thrive women returner programme
