The menopause-friendly office: A strategic imperative for occupiers
As the workforce ages and more women reach their menopausal years, companies must start creating menopause-friendly office environments. The effects of menopause impact a significant and growing portion of the global talent pool. Responding to it is a business imperative.
4 minutes to read
The staggering impact of menopause at work
Whilst acknowledging that the impact of menopause varies greatly, the statistics speak volumes. In the UK alone, menopausal women are the fastest-growing demographic in the workplace, while in the G7, women of a menopausal age account for 11% of the workforce . By 2030, the world population of menopausal and postmenopausal women is projected to increase to 1.2 billion. Numerous studies have highlighted the potentially detrimental effects of menopause on working women, with 67% of 2,000 women surveyed in the UK reporting a mostly negative impact on their job performance due to symptoms. In a recent global survey, 39% of women who experience pain or discomfort due to menopause work through it, nearly double the percentage of women who stated the same in 2023.
The consequences for employers are severe – increased absenteeism and staggering productivity losses estimated at over $150 billion annually globally . In the UK, businesses face an annual cost of £1.8 billion. The impacts are operational as well as financial. One in ten menopausal women in the UK leave their jobs due to unbearable symptoms, and nearly twice that number consider doing so . Companies that don't act and provide greater support risk losing valuable talent, role models, and mentors, jeopardising their ability to meet diversity and inclusion goals.
The legal landscape is shifting
Some governments are acknowledging this issue, and the legislative landscape is evolving. The UK has already recognised menopause symptoms as a potential disability under the Equality Act 2010, requiring employers to make reasonable adjustments. The new Labour government has proposed that companies with over 250 employees be required to publish and implement menopause action plans, including policies such as paid time off, uniform alterations, and temperature-controlled areas in offices to help manage symptoms.
Crafting the menopause-friendly office
Although remote work can offer some relief, the office must also be reconsidered and redesigned to provide greater support to menopausal employees. By making thoughtful adjustments, companies can foster a more inclusive, healthy, comfortable, and productive work environment. Critically, these efforts not only benefit menopausal employees but also promote the overall health and well-being of the entire workforce.
Some changes may require rethinking traditional office norms. For instance, factors like office temperature, historically based on men's metabolic rates, should be reconsidered to better accommodate women's needs.
Areas under consideration include:
- The ability to control workplace settings: For example, access to temperature and lighting control.
- Quiet spaces: Designated quiet rooms that are strategically located.
- Flexible policies: Implement flexible working hours and options to change locations within the same workspace.
- Access to shower, locker, and adequate toilet facilities: Offer easy access to shower facilities and adequate toilet facilities. Ideally, place washbasins inside cubicles and lockers near washrooms.
- Ergonomic solutions: Conduct ergonomic assessments, provide sit-to-stand desks, and position workspaces near natural light.
- Wellness facilities and outdoor spaces: Create wellness rooms, sensory control features, and sleep pods to offer a calming environment for those experiencing hypersensitivity or migraines. Provide access to outdoor spaces.
- Lighting and glare control: Maintain appropriate lighting to reduce sensitivity to headaches and photosensitivity.
- Hydration and nourishment: Ensure easy access to cool drinking water and healthy snacks to support energy levels and overall well-being.
- Informative desk plans and building apps: Provide comprehensive desk plans with information on proximity to quiet rooms, shower facilities, and cooler or warmer areas within the building. Ideally, this should be done via a building-level app.
The Way Forward
As the economic costs of ignoring menopause continue to rise, the need for menopause-friendly workplaces is more apparent than ever. Companies prioritising this issue will stay aligned with an evolving legal landscape and gain a competitive advantage by attracting, supporting, and retaining top talent while enhancing productivity.
Understanding Menopause
Menopause typically occurs between the ages of 45 and 55 but can happen earlier or later. The 'perimenopause' is the phase leading up to menopause when hormone levels start to change, and symptoms begin to appear, though periods continue. Menopause is defined as the point when a woman has not had a period for a year, marking the decline of oestrogen levels. Symptoms can last for several years, averaging around four years; however, around one in every 10 women experience them for up to 12 years.
The everyday use of the term menopause often refers to the entire duration of menopause. In contrast, the medical definition differentiates perimenopause, menopause, and post-menopause.
Symptoms that most people will have heard of include brain fog, anxiety, and hot flashes. Still, there are over 40 recognised symptoms that also include:
- Joint and muscle pain
- Skin irritation
- Mood changes
- Sleep problems
- Burning mouth syndrome
- Dry skin and eyes
- Dizziness
- Low energy
- Headaches