Exploring the UK’s New Workplace Standards for Menopause and Menstruation

Menopause brings about a range of side effects, some more noticeable than others. Hot flushes, menstrual cycle changes, mood swings, and hormone fluctuations are commonly acknowledged. However, there are other consequences of menopause that often go unaddressed, leading to feelings of isolation for women undergoing this transitional phase. One significant impact that tends to be overlooked is the effect on workplace productivity.

A new workplace standard has been launched for businesses in the UK to support employees experiencing menopause or menstruation, bringing new attention to the topic of how menopause can alter womens’ workplace productivity levels. 

Published by the British Standards Institute (BSI), these new guidelines are designed to help organisations retain experienced staff whose employment may otherwise be placed under pressure due to the changes menopause brings.

How does menopause impact women in the workplace?

Menopause, which is marked by hormonal changes that bring an end to menstrual cycles, has a different impact on each woman who experiences it. While some may not experience intense disruptions, others can be severely and detrimentally impacted by symptoms such as hot flushes, mood swings, poor sleep quality, and changes to their mental health. 

As these symptoms can occur without warning and range in frequency and intensity, they can significantly impact a woman’s ability to perform as usual at work. In some intense cases, menopausal symptoms may even result in a substantial productivity loss.

This loss in productivity may take the form of:

• Less motivation at work
• Higher rates of sickness absence
• Irritability and mood changes impacting concentration
• Tearfulness, anxiety or depression impacting on work capacity
• Work stress exacerbating menopause symptoms, creating a cycle of reduced productivity as a result of these challenges to work output

What’s in the new British guidelines?

As menopause and menstruation can affect approximately 50% of the population, understanding how to support women in the workplace is crucial to fostering a culture of inclusivity, reducing absenteeism, enhancing employee well-being, and improving overall workplace productivity and employee retention levels.

The Menstruation, Menstrual Health and Menopause in the Workplace standard (BS 30416) include practical recommendations like:

• Ensuring a general awareness of menstruation and menopause within the workplace culture, creating opportunities for employees to engage in conversations or request personal support.
• Appropriate training for line managers and HR managers to provide relevant support to employees impacted by menstruation or menopause.
• A review of workplace environments to incorporate supportive facilities, including quiet recovery spaces or discrete changing rooms.
• Options for flexible working.

It’s estimated that over 4.3 million women aged 50 or over are employed in the UK. These new guidelines, therefore, provide integral support to understanding and managing the potential workplace implications of menopause, shifting the perception of menopause as a women’s issue into one of societal and economic concern. 

How do Australian workplace standards compare to the new UK menopause workplace standards?

While Australia has seen a number of initiatives and legislative changes contribute to promoting gender equality in the workplace, it currently lags behind the UK when it comes to implementing comprehensive workplace standards that provide support for menopause and menstruation impacts. 

Some Australian companies are leading the way in providing support for menopausal or menstruating women. Future Super and ModiBodi currently offer menstrual policies to employees that go beyond leave entitlements, with their policies based on guidelines provided by the Victorian Women’s Trust. 

A number of Australia’s largest unions have also united behind workplace law firm Maurice Blackburn in a bid to address issues caused by menstruation and menopause in the workplace, including the Australian Workers’ Union, United Workers’ Union, Transport Workers’ Union, Rail, Tram and Bus Union and Australian Workers’ Manufacturing Union. 

Linda Revill, National Coordinator Property Services at United Workers’ Union, sums up the intention behind the group’s activity as: ‘It’s time our workplace legislation was redrafted to finally and properly acknowledge that half the population are women. Menstrual and menopausal leave are crucial for working women’s rights, which too often go unnoticed.’ 

There’s much room for improvement in Australian workplace policies. With the UK’s new standards as a benchmark, Australian employers and policymakers have a clear example of how to foster an inclusive and supportive environment for women who are navigating the productivity impact of menstruation and menopause. 

The role of individual employers

While national change may be in progress, individual employers can play a significant role in bettering workplace productivity while supporting women in the midst of menopausal transitions. By implementing supportive policies, employers can enhance productivity and job satisfaction, leading to benefits that improve the organisation as a whole.

For Australian employers looking to promote gender equality through proactive workplace policies for menopausal or menstruating women, consider:

• Providing employee education. Training sessions can help to inform staff across the entire organisation about the realities of dealing with menopause and menstruation, helping to reduce the stigma surrounding these topics and building empathy and understanding.
• Training managers. By equipping managers with the knowledge to recognise and support employees dealing with these symptoms, workplaces can benefit from greater rapport between managers and their reports.
• Providing flexible working arrangements. Remote working or flexible hour policies can be of great support to menopausal women, accommodating fluctuations in energy or symptoms related to menstruation or menopause. 
• Promoting a supportive culture. By supporting an atmosphere of respect and understanding, employees are less likely to feel isolated by their natural biological experiences.
• Providing private rest spaces. These spaces can be a great practical support to menopausal women, enabling them to rest or to manage the impact of their symptoms in a private space.
• Consulting with employees. By involving staff in discussions about how to accommodate menopause and menstruation in the workplace, you can create buy-in and ownership from the wider team, helping to reduce barriers built by decades of stigma.

Conclusion

Recent progress made in the UK towards accommodating women in the workplace is worthy of Australian attention as we look to promote gender equality in every aspect of our professional environments. By setting new standards for how women are supported through menopause and menstruation, these guidelines may pave the way for greater inclusivity across workplaces globally.

Stay up to date with the latest news for Australian menopausal women at the Australian Menopause Centre.