Line Managers: the missing link to workplace menopause support

With around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms. Plus, a further 6% leaving the workplace due to menopause symptoms, businesses cannot ignore the impact that this has any longer.

According to a recent report by the CIPD two-thirds (67%) of women (aged 40–60 in employment) with experience of menopausal symptoms say they have had a mostly negative effect on them at work it is clear that line managers need more guidance around how to support women in the workplace.

The report also notes that over half of the respondents (53%) were able to think of a time when they were unable to go to work due to their menopause symptoms.

When asked about whether they had discussed their absence with their line manager, the highest proportion (18%) said they did not tell their manager anything about their menopause or symptoms. Eleven per cent only mentioned their symptoms and not menopause, while only 11% told their manager about their menopause and symptoms.

This points to a clear gap in the relationship between women experiencing these symptoms and their line managers that needs to be addressed if businesses want to stem the tide of their experienced female employees leaving the workplace.

Here's 5 actions line managers can take:

1. If your company does not have training around menopause; including what this is and how this helps people, educate yourselves. There is a wealth of resources available that can help you to understand the challenges and understanding is the first step to feeling empowered to help.

2. Encourage conversations, break down barriers and open up the lines of communication. Talking openly about menopause, the stages and symptoms helps to normalise the conversation – make sure you are using inclusive and supportive language.

3. Don’t make assumptions. Every individual is different and don’t assume that because something worked for you, your partner or another colleague that it will work for everyone. Take your lead from the employee instead of attempting to lead the conversation.

4. Understand the support that your company has available. This could be specific policies, flexible working, there could be specific menopause clinical support available or even signposting into your employee assistance programme.

5. Consider workplace adjustments (where possible). What does the individual want or need? What is possible for the line manager to implement, and what needs external support. It is important that whilst today we are focusing on menopause (and the associated stages) that we do not lose sight of the fact that the above are good practices for line managers supporting employees with any kind of health concern.

For businesses if you would like further information or advice on how to support / upskill your line managers please reach out to your Howden consultant.

The CIPD has a lot of information here and here.  CIPD. (2023) Menopause in the workplace: Employee experiences in 2023. London: Chartered Institute of Personnel and Development.