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“Whilst the results of our study were eye- freely without embarrassment on either side.
opening, they sadly weren’t surprising and These conversations must be normalised, not
merely confirmed what we already suspected, stigmatised.” Continued Strawbridge.
that employers need to do more to create “Many employers, don’t know where or how
supportive work environments for women to access the right support and this is why we
going through menopause.” She concluded.
want to offer guidance and training on how to
When asked about symptoms, concentration support the female workforce as they navigate
(81%), anxiety (79.82%), fatigue (77.98%), and the various stages of perimenopause and
memory loss (74.94%) were cited as the worst menopause.”
offenders. Proving that menopause symptoms In response to this, Han Law has developed
have a significant, negative impact on women’s a Menopause Advocacy service for
quality of working life and performance.
businesses of all sizes with training that will
“The symptoms highlighted by those who took cover all aspects of menopause, including
part in the study prove that more needs to advice on managing menopause in the
be done to support women’s wellbeing. The workplace. Alongside this will be the rollout
addition of a fan in the office or sitting people of a ‘Menopause Mentor’ scheme to support
by a window really isn’t enough.” individuals navigating menopause and
employers supporting their workforce.
“Flexible working has become the norm for
working parents and it’s time that menopausal The trained advisors will act as a conduit
women were given the same consideration to between employer and employees and will
help support them. Allowing employees to start provide impartial independent advice to
later or work from home could not only make support the process and ensure that those
a huge difference but it could prevent them struggling have someone to talk to.
from leaving their careers.” Continued Hannah
Strawbridge “Our research has highlighted the devastating
affects and daily toll that menopause can
When asked about support, almost three- take on those dealing with it. Empathy,
quarters ( 71%) of those surveyed, worked for understanding and support is necessary to
businesses that did not have a menopause ensure that women don’t continue to exit the
policy in place, and of those that did, a mere 1 workforce in their droves. More can be done
in 8 (12.5 %) felt that it had a positive impact. and employers should be supporting women
and helping them to stay at work rather than
“Whilst some organisations will have already hindering their ability to not only succeed but
taken initial, practical steps to support to also thrive.”
their employees who are going through
menopause, this is just the tip of the iceberg,
and it’s not enough to simply have a policy
in place. It must be brought to life, carefully
implemented, and communicated to all.
Employers also need to create an environment
where menopause can be talked about hanlawco.com
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