Menopause is increasingly on the agenda for construction employers as companies seek to attract and retain more women in the industry.
The new government has committed to ensuring employers with more than 250 employees implement menopause action plans – and while this is still to be mandated, many firms are proactively creating plans.
Research from the Fawcett Society, in partnership with Wates, suggests that urgent action is needed. It found that one in 10 menopausal women leave their job due to symptoms of the menopause.
The research also found that 14% of women had reduced their hours at work, 14% had gone part-time and 8% had not applied for promotion.
Alesha De-Freitas, head of policy at the Fawcett Society, emphasises that this is “a huge waste of valuable talent and experience”, adding that it “feeds the UK’s pernicious gender pay gap”.
“Government and employers have an important role to play in ensuring workplaces across the UK genuinely work for all women,” she says.
Action plans
Organisations such as Henpicked: Menopause in the Workplace have started discussions on what exactly a menopause action plan should include.
Deborah Garlick, chief executive of Henpicked and founder of Menopause Friendly Accreditation, describes an action plan as “a structured strategy that employers implement to support their workforce through menopause”.
“It sets out clear steps and resources to raise awareness, provide support, and foster an inclusive environment for those experiencing menopause,” she adds.
It is important that [managers] are familiar with the law relating to the menopause and know about the duty to make reasonable adjustments should the individual’s menopausal symptoms be deemed to amount to a disability
Rebecca McGuirk, Trowers u0026 Hamlins
According to Rebecca McGuirk, partner at Trowers & Hamlins, a menopause action plan should “demonstrate how the employer supports employees” who are experiencing menopause.
It should include provision for health and safety assessments, McGuirk adds. These should cover temperature and ventilation in the workplace, whether toilet and washroom facilities are available, whether there is somewhere to rest and whether cold drinking water is available.
Flexible working policies should also feature to help those managing symptoms.
AtkinsRéalis is the first engineering consultancy to receive the Menopause Friendly Accreditation from Henpicked. The firm established its menopause employee network in 2018 and has a menopause action plan which is regularly updated.
Melanie Redfern and Alison Bryan are co-leads of the AtkinsRéalis Menopause Network.
Redfern explains that the company’s action plan “covers a framework of regular ongoing activities such as training, networking and webinars as well as the focus for key priorities in the year ahead”.
She adds: “We aim to enhance the experience for women at work as they go through menopause and peri-menopause and ultimately reduce the number of women who leave work due to their symptoms.”
For AtkinsRéalis, this year has also seen the culmination of work towards launching a menopause protocol, which provides a commitment to supporting employees through, for example, education, flexible working and workplace accommodations.
Redfern explains that where an action plan “defines a journey for attaining or retaining a framework of support”, a protocol is a statement reflecting an organisation’s position.
“However, the two documents should be reflective and supportive of each other,” she adds.
Bryan explains that the company’s ongoing programme “provides education, training and awareness, including a hub for information and support”.
There is also a menopause advocates training programme, with around 30 advocates of different ages and genders “who can reach across the company to provide guidance and support directly to employees”.
Good communication
McGuirk adds that managers should be trained to ensure they understand how to have a conversation with an employee with a menopause-related concern.
“It will also be important that they are familiar with the law relating to the menopause and know about the duty to make reasonable adjustments should the individual's menopausal symptoms be deemed to amount to a disability,” she adds.
Overall, McGuirk also emphasises the need for employers “to establish open communication channels to encourage discussions about the menopause”. Appointing a menopause champion could also be helpful.
She adds: “Awareness should be raised amongst all staff to reassure them that the menopause will be handled sensitively in the workplace and with dignity and respect.”
Breaking the stigma
Evidence suggests that women’s coping strategies often include concealing symptoms of menopause: a 2021 report from the Fawcett Society found that just 22% of people experiencing menopause disclosed this at work.
In addition, the report found that 26% of women employed during the menopause had taken time off work due to their symptoms, but just 30% of those women gave menopause as the main reason.
In light of those findings, De-Freitas emphasises the importance of having “a supportive and open workplace culture”.
Menopause action plans, she says, “send an important message to employees and prospective employees alike about business commitment to fostering a culture which values equality and transparency”.
“For too long, menopause has been shrouded in stigma,” she says.
“We need to break the culture of silence and ensure menopausal women are treated with the dignity and support they deserve, instead of being expected to just get on with it.
“Employers have a key role to play.”
Retaining employees
What should a menopause action plan include?
u003cspan style=u0022font-weight: 400;u0022u003eHenpicked chief executive Deborah Garlick shares her advice for creating a u003c/spanu003ecomprehensiveu003cspan style=u0022font-weight: 400;u0022u003e menopause action plan:u003c/spanu003ernu003colu003ern tu003cli style=u0022font-weight: 400;u0022u003eu003cstrongu003ePolicy or guidanceu003c/strongu003e: establish a clear menopause policy or guidance document that outlines the employer’s commitment to supporting employees. This may include flexible working arrangements and practical adjustments to the work environment.u003c/liu003ern tu003cli style=u0022font-weight: 400;u0022u003eu003cstrongu003eAwareness and trainingu003c/strongu003e: train managers and HR teams on menopause to replace myths with facts, encouraging a supportive workplace culture. This training will help identify symptoms and offer appropriate support.u003c/liu003ern tu003cli style=u0022font-weight: 400;u0022u003eu003cstrongu003eEmployee engagementu003c/strongu003e: promote open conversations, ensuring there are safe spaces where employees feel comfortable discussing menopause and seeking support when needed.u003c/liu003ern tu003cli style=u0022font-weight: 400;u0022u003eu003cstrongu003eWellbeing supportu003c/strongu003e: provide access to resources such as employee assistance programmes, mental health support, and health resources designed to help manage menopause symptoms.u003c/liu003ern tu003cli style=u0022font-weight: 400;u0022u003eu003cstrongu003eWorkplace adjustmentsu003c/strongu003e: introduce practical changes in the workplace, such as better temperature control or providing private spaces to accommodate symptoms like hot flushes or fatigue.u003c/liu003ernu003c/olu003e
There are positives for businesses too. According to Bryan, menopause action plans can “help to retain valuable employees who might otherwise leave the workplace due to lack of support or stigma”.
“These plans promote a more inclusive environment for women, demonstrating an employer’s commitment to employee wellbeing and gender equality,” she says.
“The plans can enhance productivity by addressing symptoms that may affect work performance, and reduce absenteeism and presenteeism related to menopause symptoms, benefiting both employees’ careers and an organisation’s output.”
McGuirk agrees that putting in place a menopause action plan is “a good recruitment and retention tool”, which also enables employees “to feel that they are being heard, seen and valued in the workplace”.
“An inclusive culture creates a more diverse and creative workplace, and employees who are happy where they work are more likely to give their best,” she explains.
“Inclusivity is all about removing barriers and helping employees feel safe to be themselves at work.
“So, enabling people suffering from menopausal symptoms to feel comfortable with raising the issue and helping them to find solutions is a vital step towards inclusion.”
From a legal perspective, McGuirk underlines the importance of menopause action plans. If an employer fails to act supportively to those experiencing menopausal symptoms, there is a risk of legal claims, including for unfair dismissal and discrimination on the grounds of sex, age or disability.
Overall, Garlick views menopause action plans and strategies as “crucial” to ensuring that employees experiencing menopause feel “supported and understood”.
“This support can lead to greater employee wellbeing, improved engagement, and higher retention rates,” she says.
“Without proper support, employees may struggle with their symptoms, which could affect their productivity, lead to increased absenteeism, or even cause them to leave their jobs.
“A well-structured action plan breaks down stigma, builds inclusivity, and helps employers retain and attract talent by showing they are committed to being menopause-friendly.”
Useful resources
