A lack of knowledge about the menopause may mean that someone can be misdiagnosed as constantly having health issues which restrict them from fulfilling their normal role, performance level and cause them to have time off work.  It has been estimated that approximately 12% of women leave work because of their severe symptoms and lack of support in the workplace. Previous research has shown that around 20% of menopausal women consider leaving work or reducing their hours due to symptoms such as fatigue, memory problems and anxiety (Source: My Menopause Doctor).

Dermatology as a specialty is largely made up of female doctors making 61% of the workforce.  A large proportion of female workers are part time, with 33% of part-time female workers are over 50 years old^. A government report on menopause showed menopausal women are the fastest growing workforce demographic which was highlighted by the Office of National Statistics. Raising awareness and putting the right support in place could potentially reduce the impact of menopause symptoms for both employees and employers.

The trend in women in the workforce for dermatology. Source: RCP full census database toolkit Census data toolkits | RCP London

Guidance & Legislation

Whilst there is no specific legislation addressing the impact of the menopause in the workplace, there are regulations of which employers should be aware of:

• The Health and Safety at Work Act (1974)
• The Equality Act (2010)
• Sex Discrimination
• Harassment
• Disability

The BAD recommends the following advice for employers:

• Flexibility of working hours and working arrangements
• Encouraging women to talk to colleagues and line managers if they experience troublesome symptoms at work
• Greater awareness of managers about the menopause as a possible occupational health issue
• Challenging negative expectations about the menopause and stereotypical attitudes towards mid-aged and older women
• Better access to informal and formal sources of information and support
• Improvements in workplace temperature and ventilation
• Challenging negative expectations about the menopause and stereotypical attitudes towards mid-aged and older women
• Better access to informal and formal sources of information and support
• Improvements in workplace temperature and ventilation

Useful Resources

• Department of Education – The effects of menopause transition on women’s economic participation in the UK
• The NHS Staff Council – Menopause at work
• NHS Wales  – Menopause Policy
• NHS England – NHS England signs Menopause Workplace Pledge
• NHS Lanarkshire – Menopause Work Policy
• GOV. UK – Menopause transition: effects on women’s economic participation
• Office for National Statistics – UK labour market