No embarrassment, no taboos about menopause in the workplace

I well remember a period in my life when my symptoms of menopause became so severe that I was out of work for several months in total over two years. Was I terrified of how my employer would react? Yes. Would he be tolerant and supportive during sick leave and reinstate me to my position, or would he dismiss me immediately when I returned to work after my umpteenth sick leave? Legitimate fears.

Fortunately, in my case, the question remains hypothetical, because I have worked in my own consulting firm for over twenty years, and yet I have not been fired myself.

But what about my fellow women who are struggling to meet the demands of the workplace on a day-to-day basis in a career that is complicated by menopausal symptoms? Do they dare to talk about what they are going through, and if so, what do they say when they can't take it anymore?

Menopause is not a disease in itself, but it can be a breeding ground for more serious illnesses if women neglect their symptoms.

Menopause affects women in Hungary in droves every year. According to the Hungarian Central Statistical Office, the number of women over 40 exceeds 1.5 million, and a significant number of them are active in the labour market. The main symptoms of menopause, which affects more than 80% of women, are hot flushes, sleep disturbances and mood swings, which can pose serious challenges for them as active workers. It is no coincidence that neglecting symptoms leads to many more women of the affected age being taken off sick leave, causing stalemate and financial loss for both parties.

Some may not yet realise it, but workplace managers have an important role to play in creating a supportive environment and facilitating open communication around the issue of menopause, helping to create win-win situations.

Why is it important to talk about menopause in the workplace?

Climax not only has an impact on an individual level, but also has a significant impact on the workplace environment. Supporting employee well-being directly contributes to job satisfaction and productivity. Supporting affected employees can reduce turnover and sick leave, which benefits the company in the long run. So, on a maths basis alone, it's worth looking into, especially for companies that employ a larger number of women over 40.

The reality today is that women still find it difficult to open up in the workplace when it comes to intimate topics, and menopausal transitions create many situations that are associated with a strong sense of shame. Moreover, women are right to wonder what they will think of her. Will I be considered capable of carrying out my duties when I am suffering from symptoms?" is a question I hear so often from my fellow women.

Our survey data also shows that menopause is indeed still a taboo subject in the workplace.

Helloklimax® programme questionnaire survey of 120 middle managers 2023

The Fawcett Society's international survey also found that fears are justified, with 40% of women feeling that their symptoms are negatively affecting their performance.

Returning to our own questionnaire research, it shows that 66.7% of women feel a change in their physical capacity, while 55.2% feel their mental capacity has decreased since entering menopause. It is easy to see that this is a situation that is both worthwhile and necessary to address.

If we also look at the issue from the perspective of the workplace community, we can see that there is a huge importance of tabooing the subject. Think of how much the workplace community's support for affected employees can help reduce the negative impact of symptoms, increase team cohesion and prevent more conflict.

Managing climate change in the workplace is more than just a wellbeing or ESG issue, it's more of a social responsibility issue

Open communication about climate is part of corporate social responsibility. Workplaces (should) have a duty to support all their employees, including those who are going through a difficult stage in their lives, such as menopause. Responsible thinking about climate change, open and taboo communication, and action programmes all have a positive impact on a company's reputation and strengthen its corporate culture, which can make it more attractive to employees.

Open communication and supportive culture - how to do it!

The first step to creating a supportive workplace environment can be for managers to understand what is going on in women's bodies from the first perimenopausal symptoms.

Once that understanding is in place, they can then begin to select solutions that can be easily integrated into the company culture.

HR professionals should encourage managers and employees to talk openly about menopause, removing the taboos surrounding the topic. Organising presentations and workshops can help managers and employees to understand what the changing age means and to get an idea of its effects.

No need to over-emphasise, the topic of menopause can be easily adapted to company life! There are a number of simple ways to start thinking about the topic that have already been tried and tested in other areas, I'll show you some practical solutions.

1. Lectures and preventive programmes: HR should regularly organise educational programmes where managers and employees can gain knowledge about the symptoms of menopause and how to manage them. These sessions also provide opportunities for supportive programmes to maintain mental and physical health.

2. Flexible working hours and home office:One of the greatest forms of understanding and empathy for women with menopause is for companies to offer flexible working hours and home office facilities. This can be a great way for employees to organize their work according to their current condition, and the expected results can far outweigh the effort spent on organization.

3. Health support: When designing workplace education programmes, I usually recommend that lifestyle-related health services, such as medical consultations and mental health support, are provided. It is also worth introducing treatments that focus specifically on alleviating the symptoms of menopause. These programmes can be perfectly integrated into corporate health days and wellbeing activities, and are also ideal for designing ESG-focused programmes.

It's cool, not embarrassing, to deal with menopause

In order to create a supportive workplace culture, HR professionals should strive to integrate the topic of menopause into corporate health and wellbeing programmes. In addition, it is important for managers to set an example of open communication and support. An inclusive workplace culture not only benefits employees with menopause, but also contributes positively to the productivity of the entire organization.

There are significant long-term benefits for both workers and employers in properly addressing the issue of climate change, and I will write more about this in more detail next time. It is the responsibility of HR professionals and managers to create an environment where menopause is not a taboo but a response to the challenges of a natural life stage, accompanied by appropriate support and understanding.

I'm nervous, so I keep hoping - and am finally experiencing - that not talking about menopause in the workplace and not supporting those affected will become more of an embarrassment than stigmatising a colleague who openly acknowledges their changing life situation.

Maria Koch

employer branding consultant

menopause researcher

founder of the helloklimax® programme and the corporate programme and award "Goodbye, hello!"

The author is in the opening photo.