Previously, people who began to experience menopause symptoms would not discuss them openly and least of all with their employer. This is a very different day in age, when menopause and access to support are very much part of the workplace. For many menopause will come at a time in their career, when they are taking on more responsibility in their position within an organisation and finding the right way to adjust to the new changes presented during this time can not only be beneficial but also empowering. Having a solid understanding of menopause as it relates to the workplace can reduce absenteeism, increase productivity, and prevent valued employees from leaving their positions

Workplace Policies

The Menopause Hub, a private healthcare organisation, reported that of the 3,044 Irish professional women asked; *84% reporting that menopause symptoms negatively affect their work performance, and *34% are considering quitting because of it. The good news is, today more and more companies in Ireland are adding policies specific to menopause due to the increase in a need for them. Even the Department of Public Expenditure has taken note and made moves to address menopause for Civil Service Organisations. General guidance for a comprehensive policy around menopause begins with awareness. Fostering a workplace culture where employees can speak with their manager or human resource department about any issues that affect their work; including menopause

Education also belongs within the awareness category. This can be done by including supporting causes like Menopause Awareness Month in October or World Menopause Day on October 18. Including references to these support to employees shows that awareness is there and support if needed. Reducing any stigma is essential to creating an environment where employees can speak about any issues that affect their work.

Workplaces can offer training to managers and employees about awareness of the issues of menopause. Managers should be informed about menopause as it pertains to their employees to ensure they are equipped to provide support and resources to their employees.

Flexible working arrangements can also be a very helpful measure. Whenever possible, offering flexible working hours or remote work options can greatly benefit people experiencing menopause symptoms. This allows them to manage their symptoms, attend medical appointments, and rest when needed, without compromising their job responsibilities.

There are other practical measures that can be taken to reduce discomfort and stress for people experiencing menopause symptoms. These might not always be obvious to everyone, so it is important to educate and advocate for those who need them. Uniforms that are tight-fitting or heavy might be altered for changes in weight and for hot flushes. In addition, people experiencing menopause will require workplaces with temperature controls or simply being in a cooler area in the office can also help