Why SMEs Must Be Menopause-Friendly

Deborah Garlick, CEO of Henpicked: Menopause In The Workplace, presents the business case for menopause-friendly SMEs

By Deborah Garlick

With the Employment Rights Bill citing menopause as a priority and workplace tribunals on the rise, it's increasingly important for employers to be menopause friendly. Not to mention the fact it’s smart business to keep hold of staff who are vital to the smooth operation of your organisation.

The NHS and National Institute for Health and Care Excellence (NICE) guidance states that around 75% of women experience menopausal symptoms. For around 25%, these can be severe.

While symptoms vary among individuals, the most problematic at work according to the Women and Equalities Committee statistics include poor concentration for 75%, stress for 70% and loss of confidence for 67%.

Much of the national guidance and legislation are aimed at larger employers with a workforce of 250+. However, legal and societal issues affect SMEs just as much, if not more. This is because smaller workforces are more vulnerable to staff dialling back, being off sick or leaving work due to menopause symptoms.

The first step to being menopause-friendly is starting the conversation. Once people feel able to speak openly, employers can find out what’s getting in the way of them being their best at work. From there, helpful workplace adjustments can be made. These could include access to cool environments, flexible work hours and resources for managing symptoms. Small changes that can lead to a healthier, happier and more inclusive workplace.

Most employers start their menopause friendly journey because they want to be a great place to work. They also want to ensure staff wellbeing at work. With today's economic uncertainty, it’s also important for employers to understand the strong business case for menopause awareness, education and support.

Business benefits of being menopause friendly

Increased employee retention
Reduced absenteeism
Enhanced employee engagement
Improved productivity
Stronger recruitment
Reduced risk of employee tribunals

Increased employee retention

People experiencing menopause comprise 18% of the average workforce and represent the fastest-growing working demographic. The majority are at the peak of their career so it’s key for employers to implement menopause-friendly policies and practices to support and keep them.

However, one in 10 people who worked during the menopause left a job due to their symptoms while 14% went part time to help them cope according to The Fawcett Society Report in 2022.

Figures from the Oxford Economics and Unum "The Cost of Brain Drain: Understanding the financial impact of staff turnover" report (2014) also provide a wake-up call for employers:

£30,614 is the average cost of replacing a UK employee
£6,125 is the average cost of recruiting an employee

Menopause-friendly workplaces can increase job satisfaction and improve staff retention. By reducing the costs associated with hiring and training new colleagues, being menopause friendly improves the business' bottom line.

Reduced absenteeism

Menopause symptoms result in staff absence although it’s hard to know precisely by how much as women often feel unable to cite menopause as their reason. Thankfully, this is changing across many organisations but the fact remains menopause causes high levels of discomfort and stress.

Menopause friendly practices and policies help people manage better so they don’t need to take time off work.

Enhanced employee engagement

A happy workforce is a good workforce. If people feel understood, listened to and cared for, they know they are valued. They appreciate that their employer appreciates them.

People are far more likely to work for you when they know you have their welfare at heart.

Improved productivity

If you are retaining your most experienced staff, reducing levels of absenteeism and supporting people to feel well at work, the levels of productivity within your business will rise.

Stronger recruitment

Gen Z and Millennials look very carefully at the culture of a business and how it treats its workforce. Research tells us that they actively look for wellbeing programmes from employers, so you need to be able to show your commitment to employee welfare.

Having a culture of support and being truly menopause friendly is incredibly attractive to prospective employees.

Reduced risk of employee tribunals

Employers who fail to respect and care for staff experiencing menopause could face legal action. If an employee takes you to court, the financial cost to your business, not to mention the reputational damage, is too high a price to pay. The best way to win at a tribunal is not to find yourself there in the first place!

Upskilling people in menopause friendly practices will ensure you never have a case to answer.

Do the right thing

You are an employer with a small workforce. You know your people. You want to do the best by them. Helping them at work not only helps their work, it helps their day-to-day lives. Don’t forget that male employees also need training to understand what is happening to their colleagues and how they can be supportive. Many will have partners, daughters, family members and friends experiencing menopause. By supporting them, you are supporting their network, helping wider communities to understand how the need to be inclusive and supportive.

Being menopause friendly clearly helps improve people’s lives at work and home. Providing an open workplace where colleagues have the support they need to be their best will enable them to thrive and flourish. We would all like to work somewhere like that. Which is why SMEs must be menopause friendly.

About the author

Deborah Garlick, CEO of Henpicked: Menopause In The Workplace, has unmatched experience, sharing menopause friendly expertise since 2016. She has overseen the delivery of menopause friendly training to over 1000 public and private sector organisations, established the industry-recognised Menopause Friendly Accreditation, co-founded Menopause Friendly Australia and helped launch Menopause Friendly US.