As workplace menopause is becoming more prominent through the Employment Rights Bill, and as the number of tribunal cases that reference menopause increases, employers should verify the data on which they base their menopause-friendly policy.
The Open University published an independent report that it describes as the “most comprehensive review of evidence on menopause at the workplace”. Deborah Garlick commissioned the report, who is also the founder of Henpicked Menopause In The Workplace. This company offers menopause certification and training to employers.
Garlick stated that the last decade has seen a huge shift in menopause at work. Garlick said that a decade ago it was difficult to find any menopause policies. Today, however, there are many more.
It’s important to know which facts are true. It’s important to know which facts are true.
Risks of incorrect data in workplace policies
The report warns of the dangers of using inaccurate data to form workplace policies as many widely quoted figures are shown to be incorrect or misleading.
Garlick cited the results of a study conducted by a renowned menopause specialist, which showed that 90 percent or more women felt menopause was a major factor in their performance at work. She said that the sample was not representative, and the message implied menopausal woman are less productive. This made women feel “less than”, which is neither accurate nor acceptable.
She also noted that the often cited statistic that 900,000 woman had quit their jobs due to menopause-related symptoms was discredited but still appears in certain reports. Garlick suggested using more robust data, such as the Fawcett Society 2022 report. This found that 1 in 10 women who were working during menopause quit their job because of their symptoms and that 14 percent cut their hours.
Professor Jo Brewis, the lead researcher for this review from The Open University said: “It is important that people do not settle for surface level data. Training, education, and action must be grounded in fact-checked robust data.”
Beyond surface-level initiatives
Professor Brewis said that the review covered more than 230 different sources. These included academic research, greyliterature, lived experience, and international studies. Our unique position allowed us to access academic materials that were behind paywalls, which most people could not. “We reviewed the material thoroughly and excluded weak or false studies”, she said.
The report includes key findings such as the most common symptoms that can affect workplace performance. It also discusses how certain environments can worsen symptoms and which interventions have a lasting impact.
The report also shows the dangers of keeping quiet about menopause at work, demonstrating how inaction can affect both productivity and wellbeing. The report urges employers to develop evidence-based strategies and not just focus on awareness campaigns.
Garlick said, “Using a evidence-based training approach is vital for creating inclusive, lasting change. This allows employers to demonstrate their impact on a menopause-friendly workplace.”
