Menopause in the workplace: Five tips for PCNs and practices

Clinical director of Knowsley Central and South PCN Dr Victoria Hoyle, a GP with a special interest in women’s health, outlines five tips for PCNs and practices to help with new guidance on managing menopause at work

New guidance on managing menopause in the workplace was published in February by the Equality and Human Rights Commission. It outlines employer’s legal obligations under the Equality Act 2010 and the need for ‘reasonable adjustments’.

It also highlights research which shows one in ten women surveyed, who have worked during the menopause, have left their jobs due to symptoms, while two thirds of working women between the ages of 40 and 60 with experience of menopausal symptoms said that they have had a ‘mostly negative’ impact on them at work.

Women make up 75% of the NHS workforce and research has shown the 10% of women have had to give up work or reduce their hours due to menopausal symptoms. As PCNs and practices it is essential that we give consideration to the new guidance in order to support our teams. Failure to comply could result in claims arising for disability discrimination. There are some easy steps that we can take to do ensure we are not only compliant but excel;

1. Ensure that there is at least one person within the team that has read and understood the guidance. This doesn’t need to be a clinician, I would suggest a non-clinician may be preferable to encourage engagement, but having someone with an interest in the menopause who could become a ‘menopause champion’ and support ways to support within your organisation would be a great starting point.
2. Develop a menopause policy that is functional, personalised to your team and not just a tick-box exercise. Engaging with staff and asking what would help them is the best way to do this. While there are some common symptoms of menopause not every woman will experience these in the same way so adjustments need to be person specific. Once the policy is developed make sure that everyone knows where they can find it and how to access help.
3. Open communication culture. Women may not know how to broach the subject of menopause within the workplace and may feel embarrassed. Having a culture where menopause is openly discussed breaks downs these barriers. It could be a simple as initiating a discussion over coffee about this article. Leaders have a key role in initiating the conversations and set the tone for the PCN or practice.
4. Show your commitment to making impactful change by signing up to the Menopause Workplace Pledge. This shows that you are committed to supporting your staff and creating a diverse workplace. It also offers employers resources on practical support.
5. Develop a community. Group education events for staff are a great way to build a sense of community, connection and support. Some of my team have joined my patient group consultations for the education part of the sessions and we are also hoping to set-up a PCN group education session. The benefit of these sessions is that women have an opportunity to share experiences if they feel comfortable and those that prefer to simply listen can. As an employer it gives a unique opportunity to discuss policy and process but the same time as brings in the human side and the practical issues in the workplace that women may be experiencing.

In summary, the new guidance shouldn’t be viewed as another laborious policy that we have to comply with. Instead, we can view this as an opportunity to support and empower women. If we can create a workforce and a future  where we are not losing highly skilled and experienced team members due to menopause then the benefits are going to be felt at every level across practices and PCNs, including delivering a better level of service to our patients.

Dr Victoria Hoyle is Clinical Director, Knowsley Central and South PCN and GP Partner with a special interest in women’s health at The Hollies Medical Centre, Halewood, Liverpool