The menopause explained

The menopause is an important phase of life for women. During this phase, the ovaries cease to function and hormone production decreases. This natural process can be accompanied by symptoms such as hot flushes, sleep disorders, mood swings and physical changes. The average age for the onset of the menopause is around 50, but this varies from person to person.

A good understanding of the menopause is important for HR managers in order to better understand the needs and challenges of their female employees.

The effect of stigmatization

In many work environments, menopause is not openly addressed and women tend not to open up. The lack of communication and support leads to deep-rooted stigmatization, which has a serious impact on the working environment. As women are reluctant to talk about their experiences and do not receive adequate support, they often suffer in silence. This silent struggle not only increases feelings of isolation, but also leads to many women eventually leaving their jobs. The effects of stigmatization not only manifest themselves in personal suffering, but also have far-reaching consequences for women's professional development and well-being in the world of work.

Effects of the menopause in the workplace

The effects of menopause in the workplace manifest themselves in various areas, with three main points standing out in particular: Absenteeism, presenteeism and leavisme.

Absenteeism, which is characterized by increasing unplanned absences, is often seen in menopausal women. Surprisingly, these absences result in fewer official sick notes, as many women do not feel comfortable reporting their menopause-related symptoms as a reason for calling in sick.

Presenteeism is when employees come to work to complete their tasks despite severe symptoms. Although this commitment is commendable, it can lead to a higher error rate, as the physical and emotional stress can have a negative impact on work performance.

The decision of women not to go to work because they feel unwell is known as leavism. Women are increasingly using flexitime, annual leave, rest days and other leave arrangements to take time off when they are actually too unwell to go to work

Taken together, these three aspects illustrate that menopause in the workplace not only brings physical and emotional challenges, but also challenges traditional models of absence and presence, necessitating a more inclusive and supportive work culture.

Menopause and skills shortage in Switzerland

The skills shortage in Switzerland is increasingly influenced by a neglected but crucial demographic group: women over the age of 45, who make up the fastest growing proportion of the workforce and will spend around a third of their working life in menopause. Every day in Switzerland, around 200 women leave the workforce and retire. Although there is often talk of a shortage of skilled workers, the common solution of making oneself attractive to the younger generation through employer branding falls short. The numerical gap to be closed by young workers is far from sufficient.

Paradoxically, we are simultaneously creating barriers for women over 45. The economy is losing a considerable number of experienced female employees. Of women in menopause, up to 15% end their careers and a further 30% reduce their working hours or look for a better company. These alarming figures are confirmed by various studies.

Economic impact on companies

The economic impact of menopause on companies is considerable. The cost of replacing a "lost" employee amounts to around half or more of her annual salary. In Switzerland alone, these costs incurred by the departure of women during the menopause amount to over CHF 2 billion.

Productivity also decreases significantly, with global productivity losses due to menopause estimated at USD 150 billion per year.

The loss of qualified women at C-level is particularly critical, as many leave the company due to a lack of support or decide not to pursue a promotion. This not only leads to a loss of diversity in management positions, but also to a loss of experience and expertise.

Opportunities for companies

Menopause, while challenging, also offers significant opportunities for companies that actively embrace this phase of their employees' lives. Companies that are committed to a supportive and enlightened culture can gain a clear competitive advantage. By implementing targeted measures to support menopausal women, companies can not only promote the health and well-being of their employees, but also increase their productivity.

Introducing flexible working models, specific resources and training for managers to raise awareness of the needs of women at this stage of life can help to maintain the talent pool and strengthen employee retention. Open communication about menopause also creates an inclusive work environment that promotes diversity and gives female employees the confidence to speak openly about their needs.

Worldwide, menopause causes productivity losses amounting to 150 billion euros every year.

Presenteeism, i.e. employees who are physically present but less focused, costs employers ten times more than personal absences.

Let's improve that!