Why Employers Shouldn't Assume Menopause Based on Age

Being a forward-thinking, diversity-conscious employer, you’ve most likely invested in Menopause in the Workplace training and updated your policies to match, or you’re considering it. 

You want your employees to enjoy a diverse, inclusive and supportive workplace and that your organisation can continue to benefit from this incredible talent pool. 

While this is indeed a fantastic way to raise awareness about menopause, break taboos and help female employees navigate this normal, natural part of life with greater ease, we do have to be careful not to generalise or assume that all physical or mental health problems suffered by women over the age of 40 are caused by perimenopause or menopause. 

If we make this embarrassing mistake, we could leave our employees feeling offended, uncomfortable and judged, and perhaps even undo all of our hard work. 

My story- discrimination, disrespect and judgement 

This actually happened to me. Back in 2012, I was struggling with various health symptoms like fatigue, muscle weakness, brain fog and odd body sensations like electric shocks. 

One day, my well-meaning employer took me to one side and said, "You know that we have a menopause policy. We can help.”

But I was only 45 and still having my period, and I most definitely wasn’t in menopause. This wasn’t the problem at all. Their comments left me feeling uncomfortable, insulted and misunderstood. I felt discriminated against, disrespected and judged for having these health problems as a woman. 

Just because I was the ‘right’ age to start noticing these changes, it didn’t mean that my health problems were caused by menopause. In fact, I was extremely unwell with Chronic Fatigue Syndrome (CFS)...

Would my employer have taken the same approach with a male employee who was unwell and assumed he was suffering from alcoholism or drug addiction or depression? Most definitely not. 

Why employers should stop assuming menopause

It could be considered illegal age discrimination

Assuming someone is in menopause based on their age can be considered illegal age discrimination. Instead, employers should avoid making assumptions based on age and focus on an individual’s qualifications and performance.

An employee's medical history should be confidential

No one has the right to assume or discuss an employee's health problems or medical history without their explicit consent because it is confidential information. 

We need a proper medical diagnosis

There are many medical problems that can cause symptoms similar to menopause. This includes hypothyroidism, fibromyalgia, CFS, autoimmune disorders and hormone imbalances such as PMDD and endometriosis. This means it's important that someone gets a proper medical diagnosis and not jump to conclusions.

Not all women experience menopause at the same age

While the average age in the UK to experience menopause is 51, not all women experience it at the same age. Some may still be trying to conceive so assuming menopause could be offensive. 

Different women experience menopause differently

The truth is, not all women experience symptoms of menopause so assuming that someone is in menopause based on their age or other factors can be inaccurate. Additionally, women of colour and women from other marginalized groups may experience menopause differently than white women and making assumptions can further perpetuate systemic inequalities.

Transgender and non-binary individuals may also experience menopause 

Menopause is typically associated with cisgender women, but transgender men and non-binary individuals may also experience menopause. Making assumptions based on someone's appearance or gender can be harmful and disrespectful.

Bringing up the topic of menopause may make some women feel uncomfortable or judged. 

Not all women feel comfortable discussing menopause and may feel judged if you start the conversation. It can also be culturally insensitive as not everyone feels comfortable discussing it. 

You could perpetuate gender stereotypes

Assuming that someone is in menopause based on stereotypes about older women can be harmful and disrespectful. Employers should avoid perpetuating stereotypes and focus on treating all employees with respect and dignity.

Making assumptions is always wrong!

Making assumptions about an employee's health or personal life can negatively impact employee morale and workplace culture. It's important to create a respectful and inclusive workplace where employees feel valued and supported.

It’s unprofessional

Assuming that someone is in menopause based on their age, gender, or other factors is unprofessional and can create a perception of bias or discrimination. Employers should focus on treating all employees with respect and professionalism, regardless of their personal characteristics.

What should employers be doing instead?

Instead of assuming someone is in menopause, employers should focus on creating a respectful and inclusive workplace culture that values all employees regardless of their age, gender or medical history. 

Here are some specific actions employers can take:

1. Educate Employees: Provide education and resources about menopause, including the symptoms, impact on work performance, and available medical treatments. This can help employees feel more comfortable discussing menopause if they choose to do so.
2. Create Open Communication: Encourage open communication between employees and managers, and make it clear that employees can discuss their health concerns without fear of judgment or reprisal.
3. Avoid Stereotypes: Avoid making assumptions based on stereotypes about older women or gender. Instead, treat each employee as an individual with unique needs and experiences.
4. Focus on Performance: Evaluate employees based on their performance rather than assumptions about their medical or personal life. This can help to create a fair and objective workplace culture.
5. Respect Privacy: Respect an employee's medical privacy and do not ask questions or make assumptions about their health without their explicit consent.
6. Offer Support: Offer support to employees who may be experiencing symptoms related to menopause, such as flexible work schedules, accommodations, or access to medical treatment.
7. Train Managers: Train managers on how to handle requests for accommodations related to menopause and how to create a supportive work environment for all employees.

Final thoughts 

By taking the steps above, employers can create a workplace culture that values and supports all employees, regardless of their medical history or personal characteristics. 

Most importantly, the person going through menopause needs to be the one who raises the topic, not the other way around. She needs to be the one asking for help, not at the receiving end of judgment or discrimination. That’s why training is essential on so many levels.

Looking for high-quality menopause in the workplace training? 

Check out my lunchtime Free online training Menopause in the Workplace: Is It Time For An Honest Appraisal? for HR, Line Managers and Senior Leaders.

Pamela is a highly qualified, integrated certified international women's health coach, speaker and menopause in the workplace consultant with 20+ years of experience in the health and wellness sector.

Trained with The Integrated Women's Health Institute and the International Menopause Society, she’s a member of the British Standard Institute, co-creator of the ‘Menstruation to Menopause in the Workplace’ policy, and has a BSc in Psychology and Sports Science.

She’s passionate about supporting and empowering women in perimenopause, menopause, and beyond, using evidence-based practices to combine training and techniques with organisations, individual needs, and senior leaders. 

Previous and ongoing clients and collaborations include Channel 4, QVC, The Old Vic Theatre Company, NHS Mersey Care Trust, and The National Education Union. 

She is also a co-creator of the ‘Menstruation-to-Menopause Policy in the Workplace’ and collaborates with senior leaders to create a supportive environment for individuals.

Overall, Pamela's wealth of experience, knowledge, and passion make her an invaluable resource for those navigating the challenges of menopause and organisations seeking to create a supportive workplace culture for individuals in this stage of life.