Menopause is a natural, life-changing process for women, typically occurring between the ages of 45 and 55. While it’s a universal experience, the symptoms—such as hot flashes, fatigue, sleep disturbances, anxiety, and memory issues—can be incredibly challenging. And yet, for many women, menopause remains a topic that is often ignored or stigmatized, especially in the workplace. It is time for real change in how employers support women through menopause at work.
The Impact of Menopause at Work
For many women, the physical and emotional symptoms of menopause can have a significant impact on their ability to perform at their best at work. Hot flashes, difficulty sleeping, brain fog, and mood fluctuations can create both short-term and long-term difficulties in concentration, energy levels, and job satisfaction. This can lead to increased absenteeism, lower productivity, or even feelings of isolation and frustration, as many women don’t feel supported or understood during this time.
Despite its profound impact, menopause is still widely misunderstood, and women often feel they have to suffer in silence rather than seek help or accommodation. The lack of awareness and support can add stress to an already challenging phase of life, leading to negative consequences for both the employee and the organization.
Why Menopause Matters for the New Zealand Workforce
In New Zealand, women over the age of 45 make up a significant portion of the workforce, with many experiencing menopause during their careers. As the average age of the workforce increases and women are working longer, menopause is becoming an increasingly important issue for employers to address.
Supporting employees through menopause is not just about improving health outcomes; it’s also about retaining talent, promoting a culture of care, and ensuring all employees can contribute to their full potential. With menopause affecting roughly half of the population, it’s crucial for workplaces to recognize its impact and provide support, both to improve productivity and foster an environment of inclusivity and understanding.
Legal Rights for Women Experiencing Menopause at Work
In New Zealand, the Employment Relations Act and Health and Safety at Work Act place a duty on employers to ensure a safe and healthy working environment. While there is no specific law that addresses menopause, these frameworks require employers to consider the wellbeing of employees, including those experiencing menopausal symptoms.
Employees have the right to request flexible working arrangements, adjustments to their workload, or additional breaks to manage symptoms. Discriminating against an employee because of menopause or failing to accommodate their needs could lead to claims of discrimination under the Human Rights Act 1993.
It’s important to note that menopause is not a medical condition in and of itself, but its symptoms can be debilitating enough to require reasonable accommodations in the workplace. Open dialogue, empathy, and a willingness to adjust policies to support employees through this phase can go a long way in ensuring women feel valued and respected.
Creating Supportive Workplaces: Next Steps for Employers
There are a number of practical steps that employers can take to better support women experiencing menopause:
- Raise awareness: Educate managers and staff about menopause and its potential impact on work. Fostering a supportive, open environment where menopause is treated with sensitivity can reduce stigma and help women feel comfortable seeking support.
- Offer flexibility: Menopausal symptoms can vary greatly from person to person, but flexible work arrangements, such as remote work options or adjusted hours, can help ease the burden on employees who may be struggling with symptoms.
- Review health and wellness policies: Including menopause in workplace wellness programs can provide the support women need. Consider offering resources such as employee assistance programs (EAPs), health workshops, or counselling services that address both physical and mental health.
- Create a culture of inclusion: Menopause should be considered part of the broader conversation about diversity, equity, and inclusion in the workplace. Just as workplaces are increasingly focused on supporting employees through pregnancy and maternity, they should also be equally committed to supporting women experiencing menopause.
Looking Ahead: Legislation and Workplace Protections
While some countries, like the UK, are considering specific menopause-related workplace legislation, New Zealand is also beginning to explore ways to better support employees going through menopause. This could include formal guidelines for workplace accommodations, as well as protections against discrimination based on menopausal symptoms.
Such legislation would ensure that menopause is recognized as a legitimate health issue that requires attention and care in the workplace. It could also provide clearer guidance for employers on how to accommodate women during this transition period, improving their overall experience in the workplace and contributing to a healthier, more inclusive work culture.
Concluding Thoughts on Menopause at Work
Menopause is a natural and inevitable stage of life, but for many women, it can feel like an invisible burden in the workplace. The challenges of managing symptoms while balancing work responsibilities shouldn’t be underestimated, and yet, many women feel unsupported or unable to talk openly about what they’re going through.
By raising awareness, offering flexibility, and creating supportive environments, we can help ensure that menopause doesn’t become a barrier to success for women in the workplace. It’s time for workplaces to treat menopause with the same care and consideration as any other health-related issue, supporting women through this life transition and helping them continue to thrive in their careers.
If you believe you are experiencing discrimination in the workplace due to menopause, it’s important to know that you have rights and support options available. Discrimination based on menopausal symptoms, whether through unfair treatment, lack of accommodations, or negative impact on your career, should not be tolerated. If you feel you are being unfairly treated due to menopause or any other workplace matter, don’t hesitate to reach out to Sacked Kiwi for advice and assistance in resolving the issue. Our team of employment law experts are ready to take your call on our toll-free employment help hotline.
