Tag: employee support

Menopause marks the natural end of the reproductive years, when periods stop permanently and pregnancy is no longer possible.  Clinically, it is diagnosed after 12 consecutive months without a period, when there’s no other medical reason for periods to have stopped. In the UK, menopause happens on average around age 51, but this varies widely. Importantly, the lead-up phase, called perimenopause can begin years earlier, often in someone’s late 30s to early 40s, and this is when most symptoms appear. What’s actually happening in the body? As the ovaries age, levels of oestrogen and progesterone begin to fluctuate and then gradually fall.  These hormones show effects throughout the body, including the brain, heart, bones, and nervous system.  How hormone changes affect the body Oestrogen plays a key role in regulating body temperature and supporting brain function, including attention, memory, and processing speed.  As oestrogen levels fluctuate and decline during perimenopause and menopause, it leads to hot flushes and night sweats. These hormonal changes can also affect cognitive function, which is why some people experience “brain fog,” difficulty concentrating, or memory lapses during this time. Progesterone also declines during the menopausal transition.  This hormone has a calming effect on the nervous system and supports healthy sleep. As progesterone levels fall, the body may become more sensitive to stress and sleep can become disrupted, night sweats can also severely impact sleep quality.  This helps explain why anxiety, poor sleep quality, and insomnia are common during perimenopause and menopause, even in those with no previous history of sleep or anxiety problems. Oestrogen also helps protect bone density and supports cardiovascular health. After menopause, the risk of osteoporosis (bone thinning and fractures) increases. There is also a gradual rise in cardiovascular disease risk after menopause, making long-term monitoring and preventative healthcare increasingly important. Menopause at work With nearly 4 million women aged 45–54 currently employed in the UK, this demographic represents a cornerstone of the modern economy.  Furthermore, women over 50 now constitute one of the fastest-growing segments of the entire workforce, making their health and retention a strategic priority for any leadership team. This demographic typically holds the most institutional knowledge and senior leadership roles.  However, it is also the peak age for perimenopause and menopause, a transition that, without proper support, leads to a significant loss of top-tier talent. “These are women in the prime of their lives, in their late 40s and 50s, who should be in senior positions, the people who should be the trailblazers and role models for younger people in the workplace.” – (Gender Health Gap 2024)  While every menopausal journey is unique, the hormonal fluctuations of perimenopause and menopause can create a “perfect storm” of symptoms that directly clash with the demands of senior leadership. And as an employer, it is vital to recognise that symptoms like loss of confidence or memory lapses are not “performance issues,” they are measurable, biochemical responses to a significant physiological transition. 1. Cognitive dysfunction (“brain fog”) 2. Sleep fragmentation and night sweats 3. Psychological shifts and anxiety What this means for businesses Approximately 1 in 10 women have left a job due to menopause symptoms (Fawcett Society, 2022).  When a senior leader leaves, the cost to the business includes recruitment fees, training & upskilling, and the invaluable loss of mentorship for younger staff. Research indicates that menopause-related symptoms are a primary driver of absenteeism and “presenteeism” (being at work but unproductive).  The NHS Confederation reports that menopause-related attrition and illness cost the UK economy an estimated £1.5 billion annually (NHS Confederation, 2024). In the UK, the Equality and Human Rights Commission (EHRC) has issued clear guidance: if menopause symptoms have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities, they may be considered a disability under the Equality Act 2010. Failing to provide “reasonable adjustments” can lead to costly employment tribunals. How to best support Menopause at Work Education, Clinical Care, Policy & Flexibility are key pillars of a supportive workplace for menopausal individuals.  Read our Menopause in the Workplace guide for a more in-depth look at effectively supporting the menopause at work.  1. Workplace adjustments Simple, low-cost changes to the physical environment can mitigate symptom severity: 2. Managerial competency Managers do not need to be doctors, but they must be “menopause-literate.” 4. Comprehensive employee benefits Cover the full spectrum of reproductive health, including menopause support with an employee benefits provider.  Give you workforce access to:  Choosing the right employee benefits provider At Hertility, we provide the clinical expertise required to support your workforce through every reproductive life-stage. From menstruation to menopause, our diagnostic first approach helps employers reduce absenteeism, boost retention and protect their talent at whatever stage they are in their career.c Our employer solutions include: Credible resources for HR Leaders Is your workforce strategy menopause-ready? Contact the Hertility Benefits Team or visit our website to learn how to implement support today.

Still, a hushed and taboo topic – almost 1 in every 6 couples have fertility issues in the UK-that’s about 3.5 million. The global infertility rate is increasing as people choose to have children later in their lives, with the average age to have a first child now 30.7 years in the UK. This means that fertility treatment is becoming more and more common, so the need for fertility benefits as support is more important than ever. Infertility and the fertility treatment journey can be a roller coaster, both emotionally and physically. Almost 90% of people experience depression as a result of infertility. Over 40% do not disclose that they are undergoing fertility treatment to their employers fearing that it would negatively impact their career prospects. Here are a few recommendations on how you can support your employees undergoing fertility treatment and challenges better: 1. Help people understand the basics about their fertility. Up to 59% of respondents in a Fertility Network UK survey felt their employer would benefit from education about fertility and treatment options to help better understand and support the needs of someone undergoing treatment. Referring your employee to resources that may help them understand the basics of all things reproductive health will make them more confident in their reproductive journeys. 2. Help establish the feeling of a supportive environment. Educational workshops can be a stepping stone to understanding the concerns your employees might have surrounding their fertility. These can help build open dialogue and encourage them to discuss fertility issues without concerns of negative consequences. 88 % of employees who felt unsupported during IVF treatment have left or consider leaving their job. Partnering with organisations that provide fertility counselling can support your employees during this emotional turmoil. 3. Establish a fertility benefits policy in the workplace. Eligible employees in the UK have a statutory right to up to 52 weeks of maternity leave and 2 weeks paternity leave. On the other hand, preconception care is not a statutory right, which is why most employers do not have formal policies in place. With the number of NHS-funded cycles declining rapidly and extensive criteria couples, especially LGBTQ+ couples, have to fulfil before accessing a funded cycle, many people are opting for private treatment but few can afford it. The average cost per cycle in a private clinic is about £5,000+, but it can cost even more depending on the treatment options chosen and the clinic. Establishing fertility benefits policies – covering proactive fertility testing, fertility treatment or egg freezing costs or providing low-interest loans – can help align your interests with your employees, supporting their individual journeys to parenthood, facilitating equality, diversity and inclusion. 4. Establish flexible work options. Fertility treatment is time-consuming because it means having to attend multiple tests, appointments, consultations and procedures. Appointments can often end up with long wait times or need recovery time. For most people, a single cycle of IVF can take between four and six weeks. Usually, the time employees take off work for fertility treatment is deducted from their paid time off or sick leave. Not having a fertility treatment leave policy has been linked to greater levels of distress, risk of burnout and reduced performance. Providing flexible working hours and arrangements can help support employees with the time they might need to attend clinic appointments. 5. Find the right partner to support with fertility benefits. Selecting the optimal partner is paramount when developing and implementing employee reproductive health benefits. To ensure your workforce receives the most comprehensive support possible, the chosen solution should address the full spectrum of the fertility and hormone journey. A truly comprehensive benefit package should aim to integrate several critical components: Hertility Health is dedicated to shaping the future of Reproductive Health, providing individuals with the tools to understand and manage their fertility and hormone health from menstruation through menopause. To learn more about implementing our Reproductive Health Education and Benefits within your organisation reach out to: benefits@hertilityhealth.com or visit our website: https://hertilityhealth.com/workplace.