Perimenopause: what is it and why should we be talking about it in the workplace?
Major employers, such as Asos, have updated their HR policies to include menopause leave. This is very welcome news and perhaps the start of what will become the norm. However, a truly comprehensive policy shouldn’t only cover menopause, but perimenopause too.
Symptoms of the menopause don’t only affect women in their 50s – they can kick in from as young as 40 and in some cases, even younger. It is this initial onset of symptoms that is usually referred to as the perimenopause stage.
Perimenopause involves declining levels of the reproductive hormones oestrogen and progesterone, but menstruation is still present. Menopause is the stage where ovaries lose their reproductive function and periods stop. Once 12 months have passed without a period, then a woman is considered to be postmenopausal.
The average age for hitting menopause is 51 but anything from 45 to 55 is common. Perimenopause usually lasts for around five years.
Women in their 40s are usually hitting the peak of their careers, so having to deal with perimenopause can really throw them off balance. Symptoms are very similar to menopause itself. A survey run by Fertifa and The Latte Lounge earlier this year revealed that the most common symptoms relate to cognitive function, with ‘brain fog’ affecting 9 out 10 women going through menopause or perimenopause. Other common complaints were anxiety (84%) and depression (77%).
Although a lot of these symptoms can be effectively treated with hormone replacement therapy (HRT) many women experiencing perimenopause struggle to obtain an accurate diagnosis, due to a widespread lack of GP training and long NHS waiting lists. This situation only adds to the stress of anyone going through this stage.
Perimenopause – it a business issue?
So, why should companies be taking action to support perimenopause at work. Is it really their concern?
One positive thing to come out of the pandemic is a change in workplace attitudes. Flexible working is now being embraced more widely and the focus on wellbeing has increased substantially. Employees’ expectations have changed. People are actively seeking out employers who take wellbeing seriously.
A happier workforce is a more motivated one and companies that look after their staff will undoubtedly see a return on investment through increased productivity and loyalty.
Studies have shown that perimenopause can have a significant impact on attendance and performance in the workplace. Many women have even reported a misdiagnosis of mental ill health, and the cognitive impairment of untreated perimenopause symptoms can be wrongly identified as a performance issue.
It’s about numbers, too. According to a government report, women aged 45 and over are the fastest-growing demographic in the workplace. Soon, 33% of our workforce will be aged 50 or above. And if we consider that perimenopause starts as young as 40, it means there’s a huge proportion of the population potentially affected.
There’s still much progress to be made around the UK’s gender pay gap, with many organisations focused on taking proactive steps to try and close it. Likewise, there is still much work to be done to increase diversity in the boardroom. It makes good business sense that in trying to move these agendas forward, organisations increase their support for women at the peak of their career.
Practical steps for employers to take
As it stands, experiencing symptoms of menopause and perimenopause are all too often a silent battle. The Fertifa and Latte Lounge survey revealed that a staggering 42% of women considered leaving their jobs because of the menopause or perimenopause and another 50% said they directly led to decreased job satisfaction. Meanwhile, less than a third broached the subject with their employer. Of the 70% who didn’t speak up, 26% said they were “too embarrassed” and 28% worried they would be regarded as being incapable of doing their job properly.
Talking about personal health issues isn’t easy for many reasons. However, employers who proactively show they understand and care are creating the right psychological space for people to open up, if they choose to. Companies can take this one step further and acknowledge that perimenopause may be a tricky time too.
How?
First and foremost, we need greater awareness. While most people have heard of the menopause, the perimenopause stage is lesser known – but it’s no less significant.
Line manager training is vital, as is company-wide awareness building. HR departments should also communicate regularly about what support is on offer to staff, whether that’s through private medical insurance, a specialist menopause benefits provider or simply signposting to a range of different resources for support or information.
This article is provided by Fertifa.
In partnership with Fertifa
Fertifa is the UK’s leading fertility and reproductive health benefits provider.
