Menopause at work: why it matters
Menopause and work: what does one have to do with the other? Menopause has always been around, but today, menopausal women are the fastest-growing workforce demographic, and for many, it’s not an easy transition.
With the right awareness and support, people experiencing menopause can continue to thrive at work. But today, menopause is only whispered about in corridors with potentially significant consequences for both employees and employers.
Read on to learn more about the compelling reasons why all employers should take menopause at work seriously.
THE DEMOGRAPHIC CASE
12 years of lost productivity
We’re living and working longer. Menopause contributes to the gender pay gap because women retire 7.4 years earlier than men, often during their prime leadership years.
Despite intending to retire around the age of 64, the average age of retirement for women is 52.
45% of those who retired before 55 report their own sickness, injury or disability as the reason.
Acting now to keep these experienced people in work is more important than ever
81% of women aged between 45-54 are in paid employment. In 1980, this figure stood at just 47%.
THE LEGAL CASE
Creating a safe workplace free from discrimination
Becoming a menopause friendly employer shows you are proactive in creating a safe workplace free from discrimination, and may reduce your risk of legal proceedings.
Discrimination
Workplaces have a positive duty to eliminate:
- discrimination based on gender
- hostile environments on the grounds of sex
- acts of victimisation
Workplace health and safety
Harmonised work health and safety laws require a person conducting a business or undertaking (PCBU) to eliminate psychosocial hazards, or to minimise them so far as is reasonably practicable.
Workplace environment
Minimising legal actions based on:
- requests for flexible work arrangements
- absenteeism
- unfair dismissal
THE BUSINESS CASE
Menopause impacts your bottom line.
It can affect performance at work both mentally and physically. Statistics tell us that of people experiencing menopause symptoms…
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THE SOCIAL RESPONSIBILITY CASE
It’s the right thing to do.
Introducing menopause support is something that all responsible employers should do. Of those experiencing menopause…
experience menopause symptoms. 25% experience serious symptoms
report concern about the impact of menopause on their mental health
do not feel comfortable talking about menopause at work
of people say stress and anxiety was higher during menopause