Elsevier

Maturitas

Volume 85, March 2016, Pages 79-81
Maturitas

EMAS recommendations for conditions in the workplace for menopausal women

https://doi.org/10.1016/j.maturitas.2015.12.005Get rights and content

Highlights

  • Many women in today’s workforces will be working throughout their menopausal years.

  • While the menopause may cause no significant problems for some women, for others it may present considerable difficulties in both their personal and working lives.

  • Greater awareness among employers, together with sensitive and flexible management can be helpful for women at this time.

  • Working conditions should be assessed to consider the specific needs of menopausal women and ensure that the working environment will not make their symptoms worse.

Abstract

Women form a large part of many workforces throughout Europe. Many will be working throughout their menopausal years. Whilst the menopause may cause no significant problems for some, for others it is known to present considerable difficulties in both their personal and working lives. During the menopausal transition women report that fatigue and difficulties with memory and concentration can have a negative impact on their working lives. Furthermore, hot flushes can be a source of embarrassment and distress. Some consider that these symptoms can impact on their performance. Greater awareness among employers, together with sensitive and flexible management can be helpful for women at this time. Particular strategies might include: fostering a culture whereby employees feel comfortable disclosing health problems, allowing flexible working, reducing sources of work-related stress, providing easy access to cold drinking water and toilets, and reviewing workplace temperature and ventilation.

Introduction

Occupational health issues for older workers in general, and older women workers in particular, have often been ignored. Women form a large part of many workforces throughout Europe. The number of persons in employment in EU Member States rose between 2013 and 2014 by around 2.3 million, to 217.8 million in 2014 [1]. The employment rate for men was just over 70%, and for women, nearly 60%. A longer-term comparison shows that while the employment rate for men in 2014 was below its corresponding level ten years earlier, there was a marked increase in the proportion of women in employment. As with the female employment rate, there was also evidence that the employment rate of older workers (aged between 55 and 64) increased at a rapid pace.

Many women in today's workforces will be working throughout their menopausal years. Whilst the menopause may cause no significant problems for some women, for others it is known to present considerable difficulties in both their personal and working lives [2], [3]. In several studies over the past five years, women attribute sleep disturbance, fatigue, low mood, difficulty concentrating, and poor memory to their menopause [4], [5], [6], [7], [8], [9], [10]. Women report hot flushes to be a source of embarrassment and distress at work. Some consider that these symptoms can impact on their performance at work [10]. Employers should be aware that some women find that their confidence is impaired, and some may behave uncharacteristically, for example by needing to take breaks for fresh air or cold water during a hot flush, or by avoiding demanding or stressful interactions. Women have reported various ways in which employers can provide support. It is suggested that employers might assess working conditions to take into account the needs of menopausal women.

EMAS offers the following recommendations for working conditions for menopausal women. Such guidance may be helpful for women themselves, line managers and healthcare practitioners [11].

Section snippets

Raise awareness

Improving awareness among employers that menopause can present difficulties for some women at work can be an important first step [4]. Managers should be aware that women may change their habitual working practices to help themselves. Women report that an understanding attitude from their managers is important. Managers may need training, online information, or a leaflet about menopause that indicates the type of support women find helpful. Employers can provide training or other sources of

Conclusion

Women value the provision of information about the menopause and strategies for coping with symptoms at work [4]. This can come from both formal (provided by employers and occupational health departments) or informal networks of working women who have experienced the menopause. Greater awareness among employers, together with sensitive and flexible management can be helpful for women at this time.

Contributors

Amanda Griffiths and Margaret Rees prepared the initial draft, which was circulated to EMAS board members for comment and approval, production was coordinated by Amanda Griffiths, Irene Lambrinoudaki and Margaret Rees.

Conflict of interest

None declared.

Funding

None.

Provenance and peer review

EMAS position statement.

References (22)

  • J. Whiteley et al.

    The impact of menopausal symptoms on quality of life, productivity, and economic outcomes

    J. Women's Health

    (2013)
  • Cited by (39)

    • Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement

      2021, Maturitas
      Citation Excerpt :

      Organizations may also provide financial support for resources that allow menopausal women to self-monitor symptoms [20,21,22]. In 2016, EMAS published recommendations on conditions in the workplace for menopausal women [23]. This 2021 document takes into account the 2016 recommendations, new research and recent guidance by employer and employee organizations.

    View all citing articles on Scopus
    View full text