The survey of 1,000 women, published on 1 October to recognise Menopause Awareness Month, also showed that 15% of women considered quitting their jobs because of menopausal symptoms. This increased to 21% of women when looking at the 45-54 age group.
“Professional environments can be tough for menopausal women to open up in, especially when they’re battling symptoms like anxiety,” explained Sarah Stevens, co-founder and director of Hoomph, speaking to HR magazine.
“But if someone is having a bad day, they should feel comfortable enough to speak up without fear of being judged. This stigma is exactly why many women hesitate to bring it up at all.”
More than half (53%) of women reported that the menopause impacts their daily working life, Hoomph found. This rose to 70% among women aged 45-54.
HR should also speak to employees experiencing menopause to understand how it impacts their work, commented Deborah Garlick, CEO of menopause training provider Henpicked: Menopause in the Workplace.
Read more: The EHRC menopause guidance is a positive move for women
Speaking to HR magazine, she said: “It’s important to engage employees directly – ask them about their experiences, listen and keep the dialogue open.
“Every person’s journey through menopause is unique, so encouraging honest conversations helps to better understand and address the diverse ways it can impact work. Encouraging colleagues to start a network or support group within the workplace will help engage people in open conversations.
“From these, it will soon become clear what’s getting in the way of them being their best at work.”
To create a culture where menopausal employees feel comfortable discussing their symptoms, employers should raise awareness about the impact of menopause and perimenopause in the workplace, Olga Kokshagina, professor of entrepreneurship and innovation at EDHEC Business School, told HR magazine.
“This can be achieved through information campaigns to raise awareness, training for employees and managers, and organising events that talk about symptoms and also raise awareness for an entire organisation, including men as allies in these efforts,” she said.
Offering adjustments and resources to employees could also help them feel supported throughout menopause, Kokshagina explained.
Read more: Offer menopause support or risk discrimination claims, says new guidance
She continued: “Offering the possibility of flexible working hours is crucial. For example, Vodafone’s menopause policy includes flexible working arrangements, access to information and support, and awareness training for managers to understand better and support employees going through menopause.
“Companies can also offer access to tools that help manage symptoms, seek advice like access to a care professional through the apps and tele-consultation platforms; provide a possibility to conduct health exams, help manage symptoms through digital health apps.”
Stevens added: “Small adjustments make a big impact. Retaining employees during menopause isn’t about grand gestures, it’s about getting the basics right. Women want understanding and support, plain and simple.
“It's the small, thoughtful actions that show employees they’re valued and encourage them to stay.”
