The CIPD Menopause in the Workplace: Employee Experiences in 2023 survey finds that Workplace menopause support really does make a difference!
A survey was conducted with a sample group of 2,000 women aged 40–60, who are currently employed and could be experiencing menopause transition, with boosted representation around several protected characteristics including race, disability and sexual orientation.
The last survey on this issue was conducted in 2019, and while progress has been made, further work is needed to ensure that women experiencing menopause transition are properly supported, treated fairly and able to thrive at work.
Symptoms
- 73% of employees (40 – 60yrs) surveyed have experienced symptoms related to menopause transition
- 57% are currently experiencing symptoms.
- Psychological symptoms are more common – mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence, and reduced concentration are experienced by 67% of participants.
- Closely followed by physical symptoms – hot flushes (66%) and muscle and joint problems (64%) as well as sleep disturbance (66%) and weight gain (58%).
- Younger women aged 40 – 50yrs who have symptoms are more likely to have irregular periods – 58% and headaches – 44%
- Women in the 51- 60yrs age bracket are significantly more likely to experience:
- hot flushes • muscle and joint problems • night sweats • heart palpitations • weight gain • reduced sex drive • urinary tract infections.
- People with disability or long-term health conditions are more likely to experience:
- psychological issues • hot flushes • muscle and joint problems • urinary tract infections • headaches • skin changes.
Impact at Work
2/3 (67%) say menopausal symptoms have had a mostly negative effect on them at work.
Impacts:
- Less able to concentrate
- Increased stress
- 51 – 60yrs feel less physically able
No significant differences between women 40 – 50yrs or 51 – 60yrs, ethnicity, FT/ PT, or sexual orientation. (Suggests menopause stage doesn’t make a significant difference)
Disability/ Long-term health condition plays a role – 71% say negatively affected compared to 64% without
Over half of participants 53% could recall a time when they were unable to go to work due to menopause symptoms
- 18% did not report menopause or symptoms to their manager
- 11% mentioned symptoms but not menopause
- 11% told manager about symptoms and menopause
People with disability/ LT health issues are more likely to inform manager of menopause and symptoms.
The survey found that:
- 46% wanted to keep it private from their manager
- 41% worried that people would make assumptions about the effects on performance
- 34% felt their manager wouldn’t be supportive with LGBTQ+ a higher number felt their manager would not be supportive – 47%
- 31% felt embarrassed with ethnic minorities significantly more likely to say they feel embarrassed to share the info – 42%
Workplace Support Makes a Difference
The support people receive from their employer, manager and colleagues makes a significant difference to how negatively people feel impacted at work, with those feeling unsupported more likely to report greater feelings of increased pressure and stress
People felt more supported by colleagues than employer or manager:
- Over half felt supported by colleagues
- 37% felt supported by manager
- 34% felt supported by employer
Support actions
Surprisingly only 24% of respondents say their workplace has a menopause policy.
32% of respondents’ employers provide free or subsidised counselling, usually though Occupational Health.
Feelings of support influenced by (top 3):
- Healthy workplace culture
- Having colleagues of a similar age, who are also experiencing symptoms
- Raising awareness through training and counselling
The most common types of support offered (top 3):
- Planned flexible working – 44%
- Majority feel that hybrid working makes the transition easier 67%
- Adjustments to work tasks/ duties – 43%
- Free or subsidised counselling – 42%
Wider Impacts – career progression
The majority of working women aged 40–60 who have experienced menopause symptoms say *
- They have had no impact on their career progression, but
- 1/5 – 19% say they have had a quite negative impact and
- 8% say the impact has been very negative
- Progression was negatively impacted by disability/ long-term health condition or identifying as an ethnic minority
- Also impacted by feelings of support from the workplace
Wider Impacts – turnover
- 1/6 or 17% considered leaving work due to lack of support
- 6% left work
- Negatively impacted by having a long-term health condition/ disability
- Five times more likely to leave work if feel unsupported by employer or manager
Wider Impacts –Disciplinary
The majority with experience of menopause symptoms say that symptoms have not impacted them at work in a way – such as absence, lateness, distraction, or drop in performance – that led to disciplinary action.
- Although 1/10 – 9% say they have
- This likelihood is increased by having a protected characteristic – disability, LGBTQ+, ethnic minority
Wider Impacts – Discrimination
- 75% do not feel discriminated against due to menopause symptoms
- 12% have felt discriminated against.
- Figure higher for disability/ long-term health issue
- Mainly due to lack of manager support, understanding, or help.
CIPD Recommendations
- Create an open culture and encourage conversations about menopause – involving all employees and managers.
- Develop a support framework and communicate these clearly – policy and guidance, support, adjustments to work patterns.
- Create a culture that supports flexible working.
- Manage health and sickness absence so they dont penalise someone suffering menopause symptoms.
- Educate and train managers – fostering a supportive culture, ensuring employees are supported in practical ways, ensuring they’re aware of symptoms and organisational support, and having sensitive one-to-one conversations.
References
CIPD. (2023) Menopause in the workplace: Employee experiences in 2023. London: Chartered Institute of Personnel and Development
CIPD Menopause in the Workplace 2023 Menopause in the workplace | CIPD
Health and wellbeing at work (cipd.org) March 2023
