The Case for Supporting Menopausal Women at Work

Britain's economy is potentially losing out on a whopping £11 billion annually due to inadequate support for menopausal women in the workplace. As the Government pushes its back-to-work drive, the need for change is more urgent than ever, with campaigners advocating for a work environment where women are not just expected to "just get on with it" amidst the challenging symptoms of menopause.

The Real Cost of Ignoring Menopause

Labour's recent analysis, as shared with the Daily Mail, has thrown light on the staggering economic cost of ignoring menopausal symptoms in the workplace. Research indicates that one in ten women working through menopause left their job due to the severity of their symptoms. This exodus of experienced, capable women from the workforce is not just a loss of talent but is estimated to cost the country about £11 billion each year.

Labour's spokeswoman for women and equalities, Anneliese Dodds, emphasizes that failing to provide sufficient support to these women is significantly "holding our economy back." The Chancellor, Jeremy Hunt, had initiated a drive to reintegrate over-50s into the workforce, acknowledging their potential to make "an enormous contribution." However, without addressing the specific needs of menopausal women, these efforts might fall short.

A National Scandal

The Fawcett Society, a campaigner for women's rights, has highlighted the unnecessary misery menopausal women endure—from delayed appropriate care to uncomfortable work uniforms. The society urges the Government to make urgent changes, such as requiring employers to have menopause action plans and improving access to menopause healthcare.

Carolyn Harris, chair of the All-Party Parliamentary Group on Menopause, points out the vast number of economically inactive women over 50 who could be contributing to the workforce if proper support were provided. She argues that there are potentially a million women who could be working but are either on long-term sick leave or have left work entirely due to lack of support or unawareness of their condition.

A Call for Menopause Action Plans

In response to this pressing issue, Labour has proposed that large employers should be required to produce "menopause action plans" to aid women experiencing menopause. This move is aimed at retaining skilled women in the workforce and ensuring that they receive the necessary support to manage their symptoms effectively.

The Government has taken a step in the right direction by appointing Helen Tomlinson as a menopause employment champion, focusing on engaging with firms to improve conditions for menopausal women. The aim is to shift the narrative from women leaving work due to lack of support to them continuing their careers with the right kind of assistance.

Final Thoughts

It's clear that menopause is more than just a personal health issue—it's an economic and social one. By supporting menopausal women in the workplace, not only do we uphold principles of equality and dignity, but we also unlock a significant economic potential that benefits everyone. The call for change is loud and clear: it's time for employers, the Government, and society to recognize the value of supporting menopausal women and act to retain this vital segment of the workforce.