A Freedom of Information request reveals 13 out of 363 Councils in England and Wales have a menopause policy.

A workplace menopause policy is a document that specifically supports employees experiencing menopause symptoms.

However, an investigation shows a further 132 Councils offer menopause guidance or awareness.

The Labour Party wants to make it compulsory for large employers with over 250 employees to have a workplace menopause policy.

But some menopause advocates say employers should have the freedom to decide what’s best for their employees. Whether it’s a menopause policy or guidance–the most important thing is women get the support they need.

Link to visualisation: https://public.flourish.studio...

The NHS says menopause is a natural part of ageing; when a woman stops having periods and can no longer become pregnant naturally. The average age for a woman reaching menopause is 51 [1]. 

According to the Office for National Statistics the fastest growing section of the workforce is women over the age of 50 [2]. They suggest increased employment is down to people living longer and changes to the State Pension age; fewer women are retiring between the ages of 60–65. Ultimately this means there will be more women in the workplace experiencing menopause symptoms.

‘Motivate people to change’

Harriet Smith* works for Welwyn Hatfield Borough Council and is going through menopause.

She said, “It can be very hard to work when you’re experiencing menopause symptoms. Sometimes I can’t concentrate and suffer from hot flushes. I’ve found people can be very dismissive of menopause symptoms”.

“Councils should have a formal menopause policy because it will motivate people to change. If there was a menopause support group realistically when would I attend? I work part-time and only get a fifteen-minute break”.

We asked Dawn Butler MP, Shadow Women and Equalities Secretary about Labour’s plan for a mandatory menopause policy, but we received no response.

The following Councils have a menopause policy:

• Denbighshire County Council
• East Devon District Council
• Gedling Borough Council
• Gwynedd County Council
• Hinckley and Bosworth Borough Council
• London Borough of Lewisham
• Melton Borough Council
• Nottingham City Council
• Powys County Council
• Redcar and Cleveland Council
• Rugby Borough Council
• Solihull Metropolitan Borough Council
• Torfaen County Borough Council

Rugby Borough Council recently introduced a Menopause Policy. Cathy Denton HR Business Partner said, “We introduced a policy after an employee who was experiencing menopause symptoms asked what we could do to support her. The 40–50 age group is prominent in our organisation, which means there’s a lot of women who are coming up to, going through, or have already gone through menopause. We felt it was important to create a written document that staff and managers could refer to it ensures everyone is singing from the same hymn sheet.”

Furthermore, Carwyn Meredydd Communications Officer from Gwynedd Council said, “Previously there was no specific policy, but we felt it was important to introduce so that we could raise awareness amongst staff and managers.”

Data released under a Freedom of Information request reveals around 20% of Councils want to create a menopause policy or guidance.

Link to visualisation: https://public.flourish.studio/visualisation/1135076/

However, some menopause advocates say policy in itself does not support women experiencing menopause symptoms. A holistic approach is better; creating an inclusive culture and reasonable adjustments.

‘A policy is a hammer to crack a nut’

Deborah Garlick, Director of Henpicked.net said, “I’m not a huge fan of making a menopause policy mandatory. For some organisations, a policy is a hammer to crack a nut. In others, if a document wasn’t called a policy it would be subordinate”.

“Whether an organisation calls it policy or guidance–ultimately it’s just a piece of paper–it’s about creating an inclusive culture where women feel comfortable and confident at work.”

According to the CIPD– a professional body for people in HR and people development–59% of women felt the menopause had a negative impact on their work [3].

Claire McCartney, Senior Policy Adviser said, “We welcome the focus on the menopause, but we don’t think legislation is the way forward–it can create a superficial tick box exercise. Sometimes with the best will in the world policies can be left on the shelf.”

“You need to call out the menopause. If there’s an organisation who says they have a wellbeing policy, but they never talk about the symptoms associated with the menopause or reasonable adjustments that’s not going to be sufficient.”

“Research shows us that women will leave an organisation if they’re not supported. Employers have a duty of care and there are compelling business reasons to ensure women get the right support - recruitment, retention and gender equality.”

[1] NHS website https://www.nhs.uk/conditions/menopause/ accessed 28/12/19

[2] Office for National Statistics website https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/employmentintheuk/december2019 accessed 28/12/19

[3] CIPD website https://www.cipd.co.uk/about/media/press/menopause-at-work accessed 28/12/19

*Harriet’s name has been changed for confidentially reasons