Denbighshire Council is considering introducing a new measures in the workplace to support menopausal employees.
Bosses are being asked to adopt a new policy that will ensure appropriate adjustments are made for authority workers experiencing severe symptom.
If implemented, Denbighshire would be the first council in North Wales to embrace the common health issue in the workplace.
The number of women in employment that are going through the menopause is increasing - but studies suggest that most are unwilling to disclose menopause-related health issues to their line managers.
At present there is no specific legislation which addresses menopause at work, but employers are legally obligated to look after the health and welfare of all employees.
The menopause is a natural stage in every woman's life. Although on average the menopause hits at age 51, many can experience it earlier and symptoms can even start years in advance.
The Menopause
According to the NHS, the menopause is a natural part of ageing that usually occurs between 45 and 55 years of age, as a woman's oestrogen levels decline.
In the UK, the average age for a woman to reach the menopause is 51.
About 8 in every 10 women will have additional symptoms for some time before and after their periods stop.
These can have a significant impact on daily life for some women.
Common symptoms include:
- hot flushes – short, sudden feelings of heat, usually in the face, neck and chest, which can make your skin red and sweaty
- night sweats – hot flushes that occur at night
- difficulty sleeping – this may make you feel tired and irritable during the day
- a reduced sex drive (libido)
- problems with memory and concentration
- vaginal dryness and pain, itching or discomfort during sex
- headaches
- mood changes, such as low mood or anxiety
- palpitations – heartbeats that suddenly become more noticeable
- joint stiffness, aches and pains
- reduced muscle mass
- recurrent urinary tract infections (UTIs)
The menopause can also increase your risk of developing certain other problems, such as weak bones (osteoporosis).
And with one in three of the UK's workforce being over the age of 50, that's a substantial number of workers.
But around one in four of these women have considered quitting their job due to symptoms.
The news follows a report published by the Wales TUC Cymru based on a major survey of over 4000 workers.
Last year, the Wales TUC published a report The Menopause - a workplace issue based on a major survey of almost 4000 workers.
The survey found that 88 per cent of women workers who had experienced the menopause felt it had an effect on working life, while around 6 in 10 had witness the issue being treated as a joke in the workplace.
The survey also showed that only a very small number of workplace had policies in place to support women who experience difficulties during the menopause, and in some cases health and safety issues in the workplace caused women's symptoms to worsen.
However previous case studies have shown that where menopause policies are in place, there is increased employee productivity, lower absence and sickness rates plus increased staff retention.
A report to next week’s cabinet states: “This is a new policy that has been created in order to support female employees that are impacted by the menopause and contains guidance for both employees and managers on how to support that employee during all stages of the menopause.
“The policy clarifies roles and responsibilities and includes forms of support which can be offered to employees to help ease the symptoms of the menopause.”
The report acknowledges that in the past the menopause has been regarded as a taboo subject, continuing: “This is changing as employers gradually acknowledge the potential impact on the menopause on women and become aware of the simple steps they can take to be supportive.”
Along with other policies covering topics such as smoking, alcohol misuse and making adjustments for disabilities, it has been drawn up in consultation with the trade unions.
The recommendations in the proposed policy are that staff and managers receive training to raise awareness of the possible difficulties, encourage discussion on the subject, review workplace temperatures.
Other factors will include the possibility flexible working hours, provide access to cold water and ensure access to washroom facilities.
