Introducing our training network designed just for SMEs and smaller organisations… 

Every organisation wants to attract, recruit and retain the best talent. As women over 50 are the fastest-growing workplace demographic, introducing menopause awareness and support into your organisation can help you to achieve this. It’s something all responsible employers should consider, and it can boost not only your reputation but your productivity and profits too.  

Employee wellbeing is at the heart of recruitment and retention. Your approach to this can also act as a big attraction to talented jobseekers. In today’s current climate, where vacancies can be hard to fill, it’s key that you have an effective strategy in place to bring in – and keep hold of – employees who add value to your business.  

The demographics: numbers talk 

Around 8 in 10 menopausal women are in work. The average age for menopause in the UK is 51 (although it can be earlier or later than this) and symptoms often start years earlier, in what’s known as the perimenopause. Which means that most women will be working through their menopause transition and beyond.  

This is particularly evident in the schools, charities and care sectors, which all have large percentages of female employees. In fact, 46.9% of England’s total teacher workforce are women over 40, a vital demographic to keep in their roles. Unfortunately, figures show a record 39,930 teachers left the sector in 2022, 8.8% of the total workforce.  

In the care sector, women make up around 84% of the workforce. The average age of workers is 45, with 28% aged 55 and over. And in the charity sector, 67% of the workforce are women. 

Big figures which speak volumes. But sadly, we know that one in four menopausal women consider leaving their jobs due to menopause. Organisations are losing talent unnecessarily.  

Meanwhile, many jobseekers now place a strong emphasis on health and wellness programmes when considering their applications, with MetaLife finding them a ‘must-have’ for 52% of workers. Making yourself an attractive proposition for those moving on can help you draw in some of these talented, experienced candidates who simply don’t feel supported in their current role. 

Loss of talent can be a huge cost to your organisation  

Research from Oxford Economics found that replacing an employee costs an average of £30,614. This is for those on an annual salary of £25,000, which is below the UK average. 

There are also other compelling reasons to consider introducing menopause support into your organisation.  

The legal case 

There isn’t a current requirement for menopause policies in the workplace. However, it’s important to realise that menopause is covered under the Equality Act 2010 under the protected characteristics of age, sex and disability discrimination. It also falls under the Health and Safety at Work etc Act 1974, which covers occupational health and safety.  

There have been an increasing number of tribunals brought, and won, against organisations due to discrimination over menopause. Putting support in place can help to keep you protected from the risk of being taken to tribunal, with its associated costs and reputational damage.  

The social responsibility case 

While it might not be something you have to do, introducing menopause awareness and support is something that responsible employers will do regardless. Looking after the health and wellbeing of your colleagues is a top priority. In turn, knowing they work for an employer who cares will keep employees happy and motivated.  

The Henpicked: Menopause Training Network 

We’ve developed our Henpicked: Menopause Workplace Training Network to help bring menopause support into organisations across SMEs, schools, care and charity organisations in all corners of the UK and Ireland.  

Introducing support isn’t costly and is often just about making some simple or straightforward adjustments. For some experiencing menopause symptoms, just knowing there’s a sympathetic ear at work can make all the difference.  

Our training can offer practical steps for supporting menopause, including:  

• How to get the conversation started 
• Making menopause part of your workplace culture 
• Training for colleagues and line managers 

• What reasonable adjustments would help 
• Creating a menopause policy or guidance document 

We know from experience that the impacts of menopause training on workplaces and individuals are far reaching. One line manager recently told us: “Menopause awareness is so important, especially when investing in the retention and wellbeing of our workforce.” 

Henpicked CEO Deborah Garlick says: “Our passion for changing hearts and minds around menopause in ALL businesses has been here from day one and I’m delighted that we’re now able to bring this much needed support to SMEs, the education sector, independent health and social care businesses and to charities.” 

The time to act on this is now! The proportion of over 50s in work is set to hit a record high of 47% by 2035, so investment in strategies to support the workforce of the future is critical.  

To find out about licensed trainers in your area, please take a look here. Alternatively, if you’d like more information you can contact us centrally on workplacetrainingnetwork@henpicked.net

Kay Garrett