Menopause leave emerged as the top trending perk over the past five years
The menopause – when you consider half the population experience it, why are organizations still so reluctant to talk about it? In Canada, one quarter of working women aged between 45 and 65 have gone through the menopause, and yet we’re no closer to creating policies to support them. Research from Canada Life found that 27% of women who’ve gone through the menopause felt undervalued by their employer, with 20% adding that it “triggered unfavourable feelings” from their colleagues.
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“A huge concern with the menopause is that it’s not a topic that is often discussed, especially not in workplaces,” says Catherine Bergeron, HR manager at Peninsula. “It looks different for every women, however there are 37 symptoms associated with peri-menopause, ranging from physical symptoms like hot/cold flashes and night sweats, to mental symptoms like memory loss and depression. Experiencing these symptoms will inevitably have major repercussions on the work they perform and their attitude in the workplace.”
These symptoms range in severity from person to person – one thing, however, remains the same. That without support, without proper policies in place, women are at best tolerated and at worst completely ostracized.
The menopause tax
When the menopause hits, and symptoms set in, women are often forced to take extended sick leave or a sabbatical. This silent tax is hurting morale, increasing turnover, and causing a lot of financial stress for your employees.
“As peri-menopause usually start in their 40s, women will often be at the height of their careers - leading a team or taking on more responsibilities and creating a bigger impact for the employer,” says Bergeron. “Sadly, very few people actually understand what peri-menopause is and a lot of women will go through it without even knowing what is happening to them. Peri-menopause can last for several year and many women will take some time to realise the symptoms they are experiencing are related to menopause.”
While menopause leave might not be a common employee benefit, it’s certainly a popular one. Menopause leave emerged as the top trending perk over the past five years, with a 1,300% year-on-year increase in searches since 2018. Not surprising, when you consider employees are working longer and opting to delaying their retirement plans. However, for employees going through the menopause they often feel like they have no choice but to quit.
“It’s a tragedy that women suffer so much that they feel their only option is leave their job,” says Bergeron. “Talking about it and putting measures in place to support women will not only help them going through a very difficult period of their life, it will allow employers to keep their knowledgeable workforce and minimise the negative impact on their work.”
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But supporting your people doesn’t mean throwing money at them – it’s more about embracing flexibility and compassionate leadership. The good thing about non-monetary benefits is that they won’t break the bank. And, employees actually prefer them. According to research from Select Software, 65% of employees were found to prefer “non cash benefits” over fiscal ones – meaning that by simply improving your leave policies and adding in some extra days off you’re actually enhancing employee experience without paying a cent.
Creating a menopause policy
Creating a menopause policy needs to be a top-down operation, meaning the C-suite has to get behind your HR team. Leadership may think this is just another “nice to have” HR hoo-hah, so you need to convince them it’s a strategic necessity. In the face of the Great Resignation, where the talent market is very-much candidate led, creating policies that improve employees’ quality of life are essential.
"The menopause is a natural part of every woman's life,” says Patricia Colden, HR specialist from Burley Law. “It isn't always an easy transition and can be a significant issue in the workplace for those affected. Each symptom has the potential to affect an employee's comfort and performance at work. Without these types of policies in place, businesses risk losing valuable employees whose maturity and experience are key to their teams and departments. They must act now.”
With the new year on the horizon, start planning your menopause policies now so you can roll the out with ease at the start of 2023. With salary planning season over now, it’s time to assess your non-monetary perks – especially ones as important as menopause leave.
“Having a policy in place on the subject will help start the conversation,” says Bergeron. “Policies should recognize that the menopause exists and that it can manifest in a lot of different ways. The policy should include a commitment to supporting women going through their menopause and promote education of the workforce on the possible symptoms. The accommodations required may vary from women to women, but education and support is always a great place to start.”