Menopause is a natural phase in every woman’s life, but it’s often surrounded by stigma, especially in the workplace. Many women face symptoms like hot flashes, mood changes, and difficulty concentrating, which can make their jobs harder. Yet, menopause is rarely discussed openly at work. This blog will explore how women can navigate menopause in the workplace and address the stigma that surrounds it, particularly in Scotland, where some important steps are already being taken.

What is Menopause?

Menopause usually happens between the ages of 45 and 55, marking the end of a woman’s menstrual cycle. This transition can last several years, and during this time, many women experience symptoms that affect their physical and mental well-being.

Some common symptoms include:

• Hot flashes: Sudden feelings of intense heat, often followed by sweating.
• Mood swings: Increased feelings of anxiety, irritability, or sadness.
• Cognitive issues: Trouble concentrating or remembering things.
• Fatigue: Persistent tiredness and low energy levels.

These symptoms can impact performance at work, making it essential to have supportive environments where women feel comfortable discussing their needs.

The Stigma Around Menopause at Work

Despite menopause affecting half the population, there’s still a lack of open conversation about it, particularly in the workplace. Some women feel embarrassed or hesitant to bring it up, fearing they’ll be seen as weak or incapable. Others may worry about being judged or treated differently by colleagues and managers.

In many workplaces, menopause is still seen as a taboo topic. This silence can lead to women suffering in silence, afraid to ask for support or adjustments that could make their work life easier.

 The Reality in Scotland: Statistics and Insights

In Scotland, around 400,000 women are of menopausal age (45-55 years), and 8 in 10 women will experience menopause symptoms. A 2019 survey by the Scottish Trade Union Congress (STUC) found that 63% of women felt that menopause had a negative impact on their work.

Even more concerning, only 14% of workplaces in Scotland had policies in place to support menopausal women. This highlights a significant gap in workplace practices, leaving many women without the support they need during this transition.

However, there is progress being made. In 2022, Scotland launched the Menopause in the Workplace Policy, aimed at raising awareness and encouraging businesses to adopt menopause-friendly practices. This includes measures like flexible working hours, better ventilation, and menopause awareness training for managers.

 How to Cope with Menopause at Work

While progress is being made, many women still find it challenging to cope with menopause at work. Here are some practical tips to help:

1. Talk About It: It’s not always easy, but opening up about what you’re experiencing is crucial. If you feel comfortable, have a conversation with your manager or HR department. This can help them understand what you need, whether it’s flexible hours or a cooler work environment.
2. Know Your Rights: In Scotland, menopause symptoms can be considered a medical condition under equality law, meaning you are entitled to reasonable adjustments at work. Don’t hesitate to ask for changes that make your day-to-day life more manageable.
3. Create a Support Network: Connect with other women who are going through the same thing. Having someone to talk to can make a world of difference. Some workplaces may even have employee support groups focused on health and wellbeing.
4. Practice Self-Care: Managing your symptoms at work can be tough, so prioritise your well-being outside of work. Make time for activities that help you relax, such as yoga, walking, or meditation.
5. Seek Professional Help: If your symptoms are impacting your ability to work, speak to your doctor. There are treatments available, including Hormone Replacement Therapy (HRT), that can help manage symptoms more effectively.

Breaking the Stigma: What Employers Can Do

While it’s important for women to feel empowered to speak up, employers also play a critical role in breaking the stigma around menopause. Here’s how they can help:

• Raise Awareness: Employers should offer menopause awareness training to help all staff understand the symptoms and challenges that come with menopause. This helps to reduce misconceptions and build a supportive culture.
• Create Policies: Workplaces should have clear policies on how they support menopausal women, including offering flexible working arrangements and creating comfortable environments for those dealing with hot flashes or fatigue.
• Encourage Open Conversations: Establish a workplace culture where health issues, including menopause, can be discussed without fear of judgment. Managers should be trained to approach conversations with empathy and understanding.
• Provide Physical Adjustments: Small adjustments, such as access to fans, flexible break times, or even menopause-friendly uniforms, can make a huge difference to a woman’s comfort at work.

Moving Forward Together

Menopause is a natural part of life, and no woman should feel ashamed or suffer in silence because of it. By starting conversations and creating supportive workplaces, we can reduce the stigma and help women thrive, not just survive, during this transition.

In Scotland, awareness is growing, and more employers recognise the importance of providing support. But there’s still a long way to go. With continued advocacy, education, and policy changes, we can create workplaces that are inclusive, understanding, and supportive of women going through menopause.

If you are not feeling supported then it might be time to find a new position – search now.