Workplace Hormonal Health

I started writing about hormonal health in the workplace over six years ago and although there have been great strides forward with regard to menopausal and perimenopausal awareness, recent studies suggest that there is still plenty of work to do to provide more workplace support.

According to the CIPD’s 2023 survey, over a quarter of respondents said that menopause had a negative effect on their career progression, one in six considered leaving their jobs due to a lack of support in relation to their menopause symptoms and more than 10% felt discriminated against because of their menopausal symptoms.

Menopausal and perimenopausal related symptoms vary greatly between individuals and the number and range of symptoms adds to the complexity of managing these hormonal changes and imbalances. For those already grappling with a mix of physical and emotional symptoms, the recent media attention highlighting the wide differences between NHS treatment and private medical health options, will only add further layers of uncertainty and stress.

However, due to the changing nature of the UK’s workforce and people working much later in life, hormonal imbalances will affect more people at work than ever before and they will, at times, affect the productivity and performance levels of individuals. Workplaces can’t afford to be complacent!

During World Menopause Awareness month and leading up to World Menopause day on 18^th October, businesses can do a great deal to create more supportive and respectful workplaces, benefiting not just those experiencing poor health during different stages of perimenopause and menopause, but others dealing with different cyclical, chronic and temporary hormonal imbalances, including heavy periods, adrenal stress, diabetes and androgen deficiency.

Workplace Initiatives

Workplace initiatives regarding hormonal health do not have to be complicated or expensive to be effective. For example:

Highlight hormonal issues as part of a wider occupational health awareness, training and education programme, that includes nutrition and exercise.
Consider subscribing to an employee benefits platform that includes good quality online health and wellbeing support.
Allow men and women to report sick to a manager of the same gender.
Provide time off to attend medical appointments during working hours, where practical.
Offer more flexible breaks during the day and don’t penalise people who need to take regular toilet breaks.
Provide menstrual products in toilets.
Improve welfare facilities such as providing adjustable temperature, ventilation and humidity controls and provide readily available fresh drinking water.
Alter absence policies to ensure those suffering from hormonal and cyclical health issues experience no detriment because of their need to take time off.
Proactively promote and offer flexible working and hybrid working options rather than waiting for formal requests.
Develop, evolve and document these hormonal health support initiatives.

Employers that adopt a more open approach and flexible attitude to work are better placed to ensure that hormonal-related issues are dealt with appropriately and sensitively in the workplace. This will not only lead to a healthier and happier workforce, but a more productive one too.

If you need help in implementing more supportive work practices and well-being initiatives, please contact me.