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The time of our lives

8 May 2008

It may not be talked about in union meetings, or even in the staff canteen, but more and more women are working through the menopause. PCS wants to make sure their needs are recognised

The menopause is not usually associated with the workplace or with workers’ health and safety but unions are increasingly realising it should be.


Often called 'the change of life', the menopause is the process for ending menstruation and is a natural event for every woman. The experience will vary from person to person but it generally takes place between the ages of 45 and 55 and lasts from several months to several years.
 

The particular changes involved in the menopause affect different women in different ways. Some experience few or no ill effects, even finding it a liberating experience. Others have mild to severe symptoms.
 

While it is not an illness, changes in hormone levels during the menopause can cause some physical and mental symptoms, including ‘hot flushes’, sweating, increased susceptibility to anxiety, fatigue and stress and sometimes short-term memory problems.
 

Hormonal changes can also affect a woman’s future health. And some women require medical advice and treatment such as Hormone Replacement Therapy (HRT).
 

Medical advice suggests there are several things that can help to lesson menopause related symptoms. These include: having access to natural light, drinking plenty of water, cutting down on caffeine, taking regular exercise and not smoking. Conversely, certain workplace situations can exacerbate menopausal symptoms, working in stressful environments tops the list.
 

Employers, often prompted by union claims, are starting to develop procedures and guidance on how line managers should deal with issues arising from the menopause, particularly in relation to sickness absence.
 

But these are still in the minority; research from the Trades Union Congress (TUC) suggests that just 2 per cent of workplaces have health and safety policies that cover menopause-related issues. And nearly half of all safety representatives say their managers don’t recognise problems associated with ‘the change’.
 

Seeking medical advice may mean taking time off work for appointments or treatment, but one in three safety representatives report management criticism of menopause-related sick leave.
 

TUC general secretary Brendan Barber says: “The health of women in later years depends very much on their health when they are working through the menopause and employers are not doing enough to protect them.”
 

PCS health and safety officer, Phil Madelin, is also keen for employers to get their houses in order: “Employers must develop comprehensive policies on menopause issues. They need to think how absence policies may need to change, how working time flexibilities can be introduced to avoid fatigue and stress and how the need for rest facilities, better ventilation and access to cold drinking water can be met.”

Our national forums for women and health and safety are looking into these issues. If you would like more guidance please speak to your PCS rep.

Top five ways to help yourself

Get lots of natural light
Drink plenty of water
Cut down on caffeine
Take regular exercise
Don’t smoke

Driving up standards

Staff in the Department for Transport enjoy one of the most sympathetic menopause policies in government thanks to the hard work of PCS rep, Lindsay Alder.


The policy raises awareness of some of the most common problems and sets out appropriate management responses. These include: dealing sympathetically with staff absence; providing access to drinking water; having adjustable work place temperatures and ventilation and flexible rest breaks.
 

Managers are also advised that they should handle issues “as sympathetically as possible” and ensure understanding is shown with regard to any need for sick leave.
 

“This is a good start,” says Lindsay. “We now want to develop it to ensure we support as many women as possible.”

 


 

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