{"id":15743,"date":"2024-06-10T09:48:12","date_gmt":"2024-06-10T13:48:12","guid":{"rendered":"https:\/\/gtm.com\/business\/?p=15743"},"modified":"2024-06-10T09:48:12","modified_gmt":"2024-06-10T13:48:12","slug":"support-menopausal-employees","status":"publish","type":"post","link":"https:\/\/gtm.com\/business\/support-menopausal-employees\/","title":{"rendered":"Five Ways to Support Your Menopausal Employees"},"content":{"rendered":"

\"support<\/p>\n

Menopause (the end of menstruation) and perimenopause (the years just before) can come with a host of symptoms. Anxiety, brain fog, headaches, joint pain, burnout, menstrual changes, cognitive changes, depression, hot flashes, and sleep issues are common experiences.<\/p>\n

Last month, 17 United States senators (all women) introduced legislation that would, if passed, \u201cstrengthen and expand federal research on menopause, health care workforce training, awareness and education efforts, and public health promotion and prevention to better address menopause and mid-life women\u2019s health issues.\u201d Currently, there are no federal or state laws that provide explicit protections for menopausal or perimenopausal employees.<\/p>\n

What is Menopause?<\/h2>\n

Menopause (the end of menstruation) and perimenopause (the years just before) can come with a host of symptoms. Anxiety, brain fog, headaches, joint pain, burnout, menstrual changes, cognitive changes, depression, hot flashes, and sleep issues are common experiences, though not everyone experiences them to the same degree. Together, perimenopause and menopause can last from several years to a decade or more.<\/p>\n

Symptoms can be challenging and stressful for those experiencing them, resulting in missed work, reduced productivity, and increased turnover. However, these symptoms are generally manageable and shouldn\u2019t impact the quality of an employee\u2019s work, especially if you\u2019re willing to offer support. Here are ways to do that:<\/p>\n

Educate Leaders<\/h2>\n

Share information with your leadership team about menopause\u2014what it is, how it may affect employees, and what managers can do to be empathetic and supportive. Go over the common symptoms and impacts those symptoms can have on work. Train managers not to make assumptions about whether an employee is going through menopause, what symptoms someone may be experiencing, or what comfort level they have talking about it. Make sure managers understand their legal obligation to prevent harassment and discrimination.<\/p>\n

Create a Safe Space<\/h2>\n

Normalize talking about menopause and accepting it as a reality in the workplace. Let employees know it\u2019s okay to discuss their symptoms and request accommodations. If there\u2019s interest, set up a voluntary employee resource group (ERG) for employees to discuss their struggles and share solutions. Leaders can help build trust by being open and vulnerable about their own experiences and by responding quickly to any allegations of bias, discrimination, or retaliation. That said, no one should feel compelled to acknowledge being menopausal or perimenopausal or to identify symptoms they\u2019re experiencing. Not everyone feels comfortable discussing these matters, even in a safe environment.<\/p>\n

Implement Supportive Menopausal Policies and Practices<\/h2>\n

Consider adapting workplace policies to accommodate the needs of employees experiencing symptoms during menopause, even if those accommodations are not legally required. Encourage managers to engage in open dialogue with their direct reports to identify specific adjustments to help alleviate symptoms. Some ideas:<\/p>\n