Computer says 'NO!' - The trials and tribulations of work vs menopause

Ahead of World Menopause Day on Tuesday 18th October we get the lowdown on work vs. menopause from Jo Haggas, an HR Leader, experienced Line Manager and long standing flexible working advocate (she’s also fast becoming a menopause expert through personal perimenopause challenges)...

What the fog?!

My body has had a full-on beating from the ebbs and flows of hormones for 6 years, and I am your stereotypical peri-menopausal, not quite middle-aged woman. Which is NOT what I had envisioned for myself aged 45. It can be likened to the menopause beast taking some Pollyjuice potion like in Harry Potter and taking over my physical body.

I’ve been talking menopause since before Davina made it cool and I’m not known as an early adopter! Only last week, whilst out with my dog I ended up talking about my new HRT with a collection of male and female dog walkers of various ages with everyone sharing information - unexpected - but I feel I’m playing my part in breaking the stigma down piece by piece.  What triggered the conversation was my response to the question ‘What would be your dream job’ and practical me explained that if you'd asked me a few months ago, I don’t think I would have been able to function well enough to hold down any paid job.

You see, I'd taken a period of time off to be with my children and I fully expected that a break was all I needed to be fully ready and raring to go back into a workplace. But found after the time I'd given myself, it was a very daunting prospect. I already had (and still have!) an array of unpaid jobs, you understand;- mother of hormonal twins about to start secondary school;- pooch management post-surgery;- nutritionist for my child’s medical condition, cook, cleaner and chief bottle washer. Because I was…. and still AM (to thankfully a much, much, smaller degree!) struggling with debilitating perimenopause symptoms which meant my brain and body weren't functioning as normal. I felt like I had gone from Supermum to Superbum, from thrive to survive! But with time things have improved and continue to get better...

Menopause is coming to a workplace near you soon!

If 75% of women experience some menopausal symptoms and if the fastest growing demographic in the workplace is women aged 40-60, then the maths adds up to the menopause being a part of every workplace. At work, what we are essentially trying to avoid, or at least limit, is the suffering and pain felt by employees, colleagues and managers, when someone is experiencing menopausal symptoms beyond their control in, and outside of, work. In my Mental Health First Aider training, changes in hormone levels during menopausal change were flagged as a risk factor for depression and we looked at the signs in the workplace. Not giving employees the right support during the menopause can lead to loss of confidence, poor performance, stress and anxiety, and physical and mental health challenges that require time off work or even giving up work altogether. No-one should have to experience that.

Here are my top tips  for employees, colleagues and managers, with links to further information:


How to do more than just survive as a (peri) menopausal employee

A whole world of support is out there and improving daily, so, whilst it can feel overwhelming to navigate, take small steps such as:

Read (and listen and watch) all about it…

At Work

  • Be open with your colleagues and manager:-, this can be really hard with male or younger managers, but if they don’t know, they can’t help

  • Think about how flexible working could help you and still work for your role and team. When do you work best? If you aren’t sleeping at night, is it better to start earlier or later? Do you need to reduce your hours temporarily? (or need a job that can be more flexible? 😉)

  • Seek support through your work via their menopause policy, wellbeing champion or menopause support group, ask your HR if you can’t find anything

Mental Health and Wellbeing

  • Think about how best to support your mental health and wellbeing - many companies offer a free EAP (Employee Assistance Programme), Mindfulness sessions or you can use the local NHS Talking Therapies

  • Look after your physical health & wellbeing with targeted nutrition and exercise

  • Book an appointment with your GP or consider seeing a private specialist - between my friends and I, we have tried both of the specialist private clinics near Oxford and would highly recommend.

  • Connect with others going through the same thing.

How to be a supportive colleague and friend

Remember that everyone’s menopause experience is very different, but being aware of how tough it can be, talking openly and knowing how to signpost colleagues to help is key.

  • Learn more about the menopause here by visiting the links above. 

  • Start up a conversation about the menopause - you never know who is going through and more people are experiencing it (direclty or indirectly) than you think. 

  • Know where to signpost your colleagues to, HR, Occupational Health, Wellbeing champions, company policies, an EAP.

  • Persuade your employer to communicate more about the menopause.

Photo by Hannah Busing on Unsplash

How to be the best line manager or employer

The menopause is a health and wellbeing concern for your staff, whether they are affected directly or by others they are linked to. Whilst it is temporary, symptoms can last for 4-8 years on average, so it’s not exactly temporary for many.

  • Get to know your employees as a whole person and have regular conversations about their mental health and wellbeing - MIND have some great tools for Managers.

  • Take full notice if your employee tells you they are experiencing menopausal symptoms and check in with HR as to what your legal responsibilities are related to the Equality Act 2010.

  • Work with Health and Safety on a risk assessment.

  • Consider a referral to Occupational Health for advice on work adjustments.

  • Ask your employees what strategies can be put in place to make working more manageable - often flexibility is key, so offer some realistic options.

  • Help them to feel confident in their abilities.

  • Arm yourself with knowledge and guidance specific to Line Managers/Employers ACAS, CIPD, FOM.

  • Check whether your organisation has menopause policies and training in place and if not ask for it.

  • Know where to signpost your staff to within your organisation, including HR, an EAP, Occupational Health Team, Healthcare Cash Plan, Private medical insurance.

If you’ve made it through to the end of this blog, I salute you and encourage you to cherish the ability to concentrate for that long! Go forward with empathy for those of us who, albeit temporarily, are struggling!

World Menopause Day is Tuesday 18th October 2022, be part of the conversation.  #ContinuingTheConversation