Following on from International Women's Day we look at how managers can put supports in place for women going through perimenopause and menopause.

Perimenopause is the period leading up to menopause, when the ovaries gradually begin to produce less oestrogen. This period typically lasts around four years, but can last up to 10 years for some women. During perimenopause, women may experience a range of physical and emotional symptoms due to changes in hormone levels (Santoro et al., 2021).

The symptoms of perimenopause can vary widely from woman to woman, and may include:

• Irregular periods: As the ovaries begin to produce less oestrogen, menstrual cycles may become irregular or unpredictable.

• Hot flashes and night sweats: These are common symptoms of perimenopause and are thought to be caused by changes in hormone levels affecting the hypothalamus, the part of the brain that regulates body temperature (Freeman et al.,2011).

• Mood changes: Women in perimenopause may experience mood swings, irritability, and depression due to hormonal changes.

• Sleep disturbances: Changes in hormone levels can also cause sleep disturbances, including difficulty falling asleep or staying asleep, and waking up feeling tired.

• Vaginal dryness and discomfort during sex: Decreased oestrogen levels can cause the vaginal tissues to become thinner, drier, and less elastic, leading to discomfort during sex.

• Decreased libido: Changes in hormone levels can also affect sex drive, leading to a decreased interest in sexual activity.

• Changes in urinary function: Decreased oestrogen levels can affect the urinary tract, leading to increased frequency of urination, urgency, and incontinence.

These symptoms can have a significant impact on a woman's quality of life during perimenopause. However, there are many treatment options available to help manage these symptoms, including hormone replacement therapy, lifestyle changes, and alternative therapies.

How might perimenopause affect women in the workplace?

Perimenopause may affect women in the workplace in several ways. The physical and emotional symptoms of perimenopause, such as hot flashes, mood changes, and sleep disturbances, can have a significant impact on a woman's ability to perform her job effectively. In addition, perimenopause can lead to decreased energy levels and decreased cognitive function, which can further impact work performance.

The struggles associated with managing symptoms of perimenopause may also cause a woman to be less likely to seek out new opportunities or take on additional responsibilities at work. This can lead to a stagnation in career growth and potential missed opportunities. To address these potential issues, it’s imperative for workplaces to create a safe and supportive environment for women going through menopause. Simple changes that can have a big impact include:

• workspace temperature control

• offering access to resources and information

• offering reasonable accommodations such as a flexible work schedule or additional breaks

• training managers and colleagues on how to support women during this stage of life

What can managers do to support someone who is going through perimenopause?

1. Education is key. Managers can learn about the physical and emotional symptoms of perimenopause, as well as their potential impact on work performance, in order to better understand and support their employees (Jack et al., 2016).

2. Providing reasonable accommodations: Managers can provide accommodations such as flexible work schedules, allowing for frequent breaks, and offering workspace temperature control to help employees manage their symptoms and maintain productivity. For example, employees who experience hot flashes may benefit from being able to take breaks to cool down or adjust the temperature in their workspace (NAMS, 2015).

3. Offering support and resources: Managers can offer access to resources and information about menopause and its management, such as employee assistance programs or informational materials, to help employees better understand and manage their symptoms.

4. Encouraging open communication: Managers can create a supportive work environment by being understanding and empathetic towards employees who are experiencing perimenopausal symptoms. This helps employees to feel more comfortable about communicating their symptoms and needs.
   
   

   

How to talk to your manager about perimenopause and menopause

It’s completely normal to feel nervous about speaking to your manager about what you’re going through. For such a long time, it was ‘taboo’, a private women’s issue that simply wasn’t discussed. However, menopausal women are the fastest growing demographic in the workplace today, and more and more employers are striving for a more supportive workspace for these women. In the UK, employers have highlighted women’s health as a key priority, with 38% planning to implement menopause training and 40% focussing on developing a menopause policy (Aon, 2022).

Here are some things you can do to help you prepare you for talking to your manager about perimenopause:

1. Ask for a private meeting: Choose a time when you and your manager are not going to be under pressure to talk about work-related items or rush to another meeting.

2. Prepare what you’d like to say: Take some time to write down what you’d like to share with your manager. This may include your symptoms and how they’re affecting your work. It can also be useful to think about some suggestions that might help you. Having notes will help you stay on track when you’re feeling nervous.

3. Who else can support you? You might not feel 100% comfortable speaking to your line manager about this. If so, see what other supports are available, such as HR or occupational health. A trusted colleague may also help you prepare what to say.

4. Check what resources are already available: your workplace might already have a menopause policy. If so, familiarise yourself with this and see what suggestions or accommodations may be appropriate for you. Bringing these suggestions to your manager can be helpful to both of you.

5. Remember: they might be nervous too. If it’s your manager’s first time supporting someone going through perimenopause or menopause, they might be feeling anxious about what to say or do. Be prepared to work together and suggest regular check-ins.

What support can I get for my symptoms?

If you think you may be perimenopausal, talk to your GP. They may be able to support with treatment options or refer you to a specialist in women’s health who will discuss your symptoms in greater detail and look at all of the options available to you.

Did you know?

Members of Irish Life Health have access to a range of benefits to support you through this stage of life. You can discover more about the benefits we offer to help you live a healthier, more positive life during perimenopause and menopause here.

For employers: Irish Life Wellbeing can support you with access to a range of training and supports for managers and employees. For more information, contact wellness@irishlife.ie

References:

Aon, 2022. UK Benefits and Trends Survey. [online]. Available at: https://www.aon.com/unitedkingdom/employee-benefits/resources/benefits-and-trends/default.jsp
Freeman, E. W., Sammel, M. D., Lin, H., Liu, Z., & Gracia, C. R., 2011. Duration of menopausal hot flushes and associated risk factors. Obstetrics and gynecology, 117(5), 1095–1104.
Jack, G., Riach, K., Bariola, E., Pitts, M., Schapper, J. and Sarrel, P., 2016. Menopause in the workplace: what employers should be doing. Maturitas, 85, pp.88-95.
NAMS, 2015. The Menopause Guidebook. North American Menopause Society. 22(11):1236-1260.
Santoro, N., Roeca, C., Peters, B.A. and Neal-Perry, G., 2021. The menopause transition: signs, symptoms, and management options. The Journal of Clinical Endocrinology & Metabolism, 106(1), pp.1-15.