Introduction
Increasingly women are working well into their 50s and 60s and with the number of older women in the workforce expected to continue to rise. Women are working through perimenopause and post-menopause which can mean managing the demands of work and home life, whilst also dealing with sometimes severe menopausal symptoms. It should be noted that for some women, the menopause can occur early naturally or for medical reasons such as surgery (e.g. hysterectomy), chemotherapy, aromatase inhibitors (oestrogen suppressants) and treatment for endometriosis.
Although it is women who experience the physical and psychological symptoms of the menopause, it is recognised that the menopause can also directly and indirectly affect others both within the workplace and at home. This can include male and female colleagues, family members, same sex partnerships, those going through gender re-assignment and disabled
colleagues who may experience menopause differently to others.
With average female life expectancy in the UK currently at 82.91 years, many women are living in this post-menopausal phase for up to a third or even half of their life and these symptoms can have a significant impact on their health and wellbeing, as well as their work and relationships.
Purpose
All managers have a duty of care to their employees. The purpose of this toolkit is to raise awareness of menopause transition and assist managers in supporting employees going through the menopause in the workplace.
The toolkit also acts as a bank of resources and support mechanisms, for all those who aren't sure they may be going through the peri-menopause or menopause and for those who's menopause journey has already begun.
Although the menopause usually impacts women in their 40s to 60s, it can impact younger women, partners and families of women and those who
are transitioning.
The focus is on the support of anyone affected by the menopause in the workplace either directly or indirectly.