Real Women: A Menopause Discussion
During this discussion, participants addressed the challenges women face when taking time off work due to menopause and its impact on their professional lives. Members of the group shared personal stories and symptoms that occasionally hindered their ability to work, highlighting both supportive and unsupportive workplace attitudes.
A common theme during the discussion was taking absence from the workday. Stacey had been reprimanded for taking time off for anxiety, and her manager mentioned instances where she had taken time off due to menopausal symptoms, even though her company was accredited as a menopause-friendly workplace. She referred to the company policy, which stated that employees who need sick leave for menopause-related symptoms should not be penalized. This situation made Stacey feel more upset and anxious.
Eva mentioned that she had been discouraged from taking time off and persuaded to continue working. At the time, she experienced severe symptoms, including crying, stress, and feelings of frustration. Although these feelings were not typical for her and she usually handles stressful situations well, during peak symptoms, she found it difficult to function.
Naria reported that she was placed on a wellbeing plan following a stage 1 warning for absences, which included those related to menopause symptoms. She had been absent from work due to surgery, and these days, combined with her menopause-related absences, resulted in the stage 1 warning. As part of her wellbeing plan, she has been allowed an additional 14 days above the company’s standard limit to accommodate menopause-related absences over the year. She is now scared to take time off.
These are some examples of how women face challenges working through menopause. It was noted that some women leave their jobs due to the multitude of symptoms and the lack of understanding in the workplace. The group recognized that work needs to be done, and the workload needs to be covered, but they felt misunderstood and concerned about job security.
While many companies claim to be menopause-friendly, it is evident from discussions that these policies often fall short in practice. Women require greater support in their roles during this vulnerable period.
For confidentiality all names have been changed.
Have you experienced similar challenges in your workplace? Are you a manager with insights on this matter? Please reach out to us.
We are interested in hearing your stories and would like to explore different perspectives and experiences within the workplace regarding menopause related absences.
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