Menopause is a time of transition for women and studies have identified that about eight in 10 women in the UK experience symptoms. Of those, 45% find their symptoms significantly impact their mood and mental health. At this time women may experience higher stress levels, depression, anxiety and panic attacks with physical symptoms such as sleeplessness, exhaustion, ‘brain fog’ and joint pain affecting them.
Sadness, low mood and mood swings can also occur during the menopause but are distinct from depression. Women with pre-existing mental health conditions such as bipolar disorder can be particularly affected, and those with schizophrenia may be at increased risk of an episode as their production of oestrogen decreases.
It has been suggested that cultural differences can shape the experience of menopause, with some cultures celebrating this as an achievement of wisdom and ageing while others viewing it as negative and a time of loss. This can stop women asking for help, clarifying needs, sharing experiences and receiving health care, or even avoiding social and work situations due to flushes and ‘brain fog’ and this has a negative impact on their mental health.
As such a vast proportion of women are affected by symptoms, it is important that we all understand what could happen and how to best manage this time in a woman’s life – a period that can last between one and 20 years.
The importance of being menopause-positive in the workplace
Menopausal women are the fastest-growing demographic in the workplace (with symptoms starting as early as the early 40s) and managers play a vital role in supporting colleagues.
The Chartered Institute of Personnel and Development (CIPD) estimates that one million women have left the workplace or need to take extended leave with the consequent loss of their experience and knowledge to their firms, not to mention the investment that has been made in their training and development. To safeguard that investment we need to break down the taboos about talking about this phase of life and start planning to meet it.
The CIPD suggests internal awareness-raising campaigns or webinars as an effective way to start conversations, while sickness and flexible working policies and reasonable adjustments should be made. Line managers also need to be able to signpost their team to services, whether that is via an employee assistance programme or guidance document.
