Menopause at work
Why it’s important
Making menopause inclusivity a priority not only improves your organisation’s performance and financial bottom line, it also makes a great place for employees to work.
What does menopause have to do with work?
Sometimes nothing, and it would be great if that was always the case. Some women sale through menopause with barely a symptom, but it’s not always an easy transition for all.
By talking about it openly, raising awareness and putting the right support in place , we can get to a point where menopause is no longer and issue in the workplace.
Today, it’s often hidden with potentially significant consequences for employees and employers.
Learn more about…
The demographic case
The gender equality case
The legal case
The business case
the demographic case
We’re living and working longer
Menopausal women are the fastest-growing working demographic. The number of women aged 45-54 in paid employment has grown by nearly 40% since 1980.
45% of women that retire before 55 report their own disability, sickness or injury as the reason. Acting now is important for all employers to ensure they retain this talent and close the gender pay gap.
of women aged 45-54 are working
is the average age women reach menopause, with peri-menopausal symptoms spanning several years prior
Acting now is important for all employers to ensure they retain talent and close the gender pay gap
The legal case
Short-term investment can prevent long-term issues
In the UK, menopause-related tribunals have already been found in favour of the employee. It’s highly likely there will be similar action in Australia to come.
Employers never want issues to get this far, and taking steps to provide support to women can help protect them from legal entanglements.
Respect@Work
The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth) amended the Sex Discrimination Act 1984 (Cth), introducing a positive duty on employers and PCBUs to eliminate:
- Workplace sexual harassment, sex discrimination and sex-based harassment
- Conduct that amounts to subjecting a person to a hostile workplace environment on the ground of sex
- Certain acts of victimisation.
How Menopause Friendly is your organisation?
The business case
It helps your financial bottom line
Educating and informing leaders and managers to understand what menopause is, how it can affect an employee and how your business can help means they can have great conversations and provide the right support.
It’s the right thing. to do, and if that’s not enough, it helps your organisation’s performance and bottom line too.
The cost to replace a woman who leaves your business is estimated to be 150% of their salary
Have questions? We’d love to chat.
If you’d like to find out more about menopause in the workplace, what we do or how we can help your organisation, please get in touch.
Just fill in your details on the contact form and one of our team will get in touch. We look forward to talking to you.
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the gender equality case
Menopause symptoms can be exacerbated by the work environment
Everyone experiences menopause differently. Symptoms can be physical, such as hot flushes, headaches, poor sleep and erratic periods, or pychological, such as anxiety, low moods, lack of confidence and poor concentration.
Employers are responsible for the psychological care of their employees. Reports show a relationship between menopause symptom frequency and severity to workplace engagement, job satisfaction and intention to quit.
Achieving menopause awareness and ensuring the right support is available is a must for all employers.