A new survey from ACAS has found that a third of employers (33%) do not feel well equipped to support women going through the menopause.

Most women go through the menopause between the ages of 45 and 55 but it can also happen earlier or later in life. Symptoms can last four years or longer and can include hot flushes, anxiety, and memory and concentration problems. ACAS commissioned YouGov to ask British businesses about how well equipped they feel in supporting women going through the menopause at their workplace. The poll found that:

• A third of employers (33%) do not feel well equipped
• 46% feel well equipped
• 21% do not know

ACAS Chief Executive, Susan Clews, said:

"There is still a stigma attached to the menopause and our findings show that some employers do not feel well equipped to support women that are going through it. Our poll also reveals that there is a lack of confidence around whether some managers have the skills to support staff that are experiencing menopause symptoms. Creating a safe place at work to talk about it can help. ACAS has advice for employers on how best to support employees impacted by the menopause and keep within the law."

The menopause affects half of the population, which includes women as well as others that have a menstrual cycle such as some trans men and people who identify as non-binary. It can also impact relatives, partners or people that are supporting someone going through the menopause.

The ACAS poll also asked businesses how confident they feel that managers in their organisation have the necessary skills to support staff with menopause symptoms. The poll revealed that:

• Over a third of employers (37%) are not confident
• Over two in five (46%) are confident
• 17% do not know

ACAS advice is that menopause is a health and wellbeing concern for staff and needs to be handled sensitively. Employers that create and support an open environment around the menopause can help affected staff to continue to do their job confidently and effectively.

ACAS's advice for employers includes:

• Develop a menopause policy that explains how the menopause can affect people differently and what support is available.
• Provide awareness training for managers on the menopause and how to deal with it sensitively and fairly.
• Consider making practical changes at work to help staff manage their symptoms such as the availability of cold drinking water and temperature control.

Read ACAS's advice on menopause at work.

International Workplace’s latest IOSH course, Managing Occupational Health and Wellbeing, looks at strategies and processes that employers can put in place to deal with wellbeing issues such as the menopause. The course focuses on the health in health and safety and provides an in-depth look at how managers can ensure the wellbeing of their staff, regardless of whether H&S is part of their remit.

It suits:

• The busy HR director, implementing company-wide wellbeing initiatives.
• The line manager, covering absences in his team.
• The concerned team leader, worried about her colleagues’ mental health.
• The occupational health practitioner, seeing a spike in musculoskeletal disorders since employees started working from home.

The course covers:

• Ergonomics, demographics and types of working.
• Giving employees the knowledge and skills to identify wellbeing issues, and to act on them.
• Work-related health issues – such as how to deal with employees living with cancer, long-term diseases, mobility issues and poor mental health.
• Understanding that an employer’s duty of care extends beyond health and safety, to employee wellbeing.

Find out more about how IOSH Managing Occupational Health and Wellbeing is suitable for everyone.