Menopause in the workplace support is going from strength to strength. As we move into the new year, it’s a good time to reflect on what’s been achieved and get ready to start 2023: the year of the menopause in the workplace…

Looking back, Henpicked: Menopause in the Workplace held the very first menopause in the workplace conference at the beginning of 2017. Not that long ago, but employers did not have menopause on their radar back then.

We highlighted to them the four key compelling reasons to consider menopause at work:

• Demographics: women over 50 are the fastest-growing workplace demographic.
• Business: good menopause support can lead to employee retention, create better equality, diversity and inclusion, is great for wellbeing and work satisfaction, and aid recruitment.
• Legal: menopause is covered by the Equality Act 2010 under the protected characteristics of age, sex and disability. Since then we’ve seen a significant increase in the number of successful tribunals brought by employees, and this will continue to rise. Menopause could even become a protected characteristic in its own right.
• Social responsibility: looking after your employees is the right and responsible thing to do. It’s time all employers were menopause friendly.

And these reasons haven’t changed. Those employers yet to consider introducing menopause support would be wise to consider these reasons to do so.

Taking menopause to Parliament

Henpicked: Menopause in the Workplace CEO and founder Deborah Garlick gave evidence to the Commons cross-party Women and Equalities Committee as they discussed the Menopause Support Bill. This Bill is designed to cut the cost of HRT prescriptions and set up a new Menopause Taskforce to better support women.

Deborah also returned to The Politics Show for the second time in November 2022, talking about the value of employers supporting menopause in the workplace.

The Menopause Friendly Employer Awards

The very first, industry recognised Menopause Friendly Employer Awards were held in September 2022, celebrating those inspirational organisations who are changing the lived experience of menopause at work. Given that, six years ago we struggled to find any organisations with menopause support in place, it’s truly remarkable we’ve reached a place where we’re celebrating so many who have taken up the mantle. Kudos to them!

Research from the CIPD tells us that in 2019 10% of employers were taking action on menopause. That figure has increased to 30%, a fantastic result! Still some work to be done but these are really positive and encouraging figures.

Huge congratulations to the Award winners from the evening, and we can’t wait to see what 2023 will bring. With now well over 300 member organisations committed to becoming menopause friendly and 35 already received Menopause Friendly Accreditation. Our aim is to see all employers committed to becoming menopause friendly… and we won’t stop until we’ve achieved this.

Spreading the word

Menopause in the Workplace team members are out every day, delivering training to employees across the UK. In 2022, we have delivered an incredible 1002 training sessions with 58,116 people. Absolutely amazing. We want to really give a shout out to the inspirational people making a difference every day, having the courage to raise the subject in their organisation and using their passion to create and develop such a fantastic range of menopause support.

What’s in store for 2023?

If you haven’t yet begun putting any menopause support in place in your organisation, you’re in danger of getting left behind. Increasingly, employees are turning to employers who are menopause friendly and you could find yourself losing talent.

And if you’ve already started, remember it takes time to change culture, change hearts and minds, particularly around a sensitive subject like menopause – KEEP GOING – it’s worth it. It’s time we got to a place where menopause is just a normal topic of conversation, not hushed up or anything to be embarrassed about. Training is a key part of any support programme, so think about who’s already trained and who could still benefit.

Menopause support at work really is a win-win situation. For employers, it helps to recruit and retain valuable staff, protects them from tribunal and demonstrates they are a responsible organisation and a great place to work. For employees, it means they can access support if they need it, with no fears or embarrassment of raising the subject of menopause at work.

Is your organisation menopause friendly? What could you put in place in 2023?

Deborah Garlick

Deborah is passionate about helping women live better lives by educating on the facts about menopause. She’s the CEO at Henpicked: Menopause in the Workplace and author of Menopause: the change for the better. And also founder of Henpicked.net.