Over the past decade, the number of sick days due to mental health issues has significantly increased. This trend highlights the growing importance of employees' mental health for businesses. However, sick days are merely late indicators and do not reflect the full range of challenges employers face regarding their workforce's mental health. Preventive measures and targeted support are crucial for promoting employees' well-being and preventing negative impacts on productivity and performance. It is important to consider various factors that can affect mental health.
One of these factors is hormonal changes, particularly during menopause. This phase poses a special challenge for many women, affecting not only their physical but also their mental state. Among a variety of other symptoms, psychological side effects are one of the most common phenomena that influence professional life.
The figures illustrate the relevance of this issue for employers:
These statistics underscore the need for companies to take action to best support their employees during this phase.
Menopause, also known as perimenopause, is a complex phase in a woman's life that can often begin in the early 40s. It is a process similar to "reverse puberty," with symptoms that may come and go.
Physical and Mental Symptoms
The most common complaints during this time include:
These symptoms can have significant impacts on professional life and impair performance.
Hormonal changes, particularly the decline in estrogen levels, play a central role in the onset of these symptoms. Estrogen regulates important brain functions and influences memory, attention, and mood. A decrease in estrogen levels can lead to difficulties with concentration, memory issues, and depressive moods. Furthermore, the reduction in progesterone, which has calming and anxiety-reducing effects, contributes to increased anxiety. Many women report vague fears, panic attacks, and ruminating thoughts that affect their performance.
Given these challenges, the question arises as to how companies can best support their employees during this phase.
Open Communication and Education
A crucial factor is creating an open corporate culture where menopause can be discussed openly. Many women find it embarrassing to ask for support, as the topic is still taboo. Through targeted educational measures and appreciative communication, employers can help break this taboo.
Flexible Work Models and Remote Work
Flexible work models and the option for remote work can provide significant relief for women during menopause. They allow for addressing individual needs, such as the need for a break or the option to work from home on days when one feels unwell.
Support with Therapy
Many women benefit from hormonal therapy (hormone replacement therapy, HRT), which can effectively alleviate symptoms. Employers can support their employees by covering the costs of such treatments or at least providing partial reimbursement.
Training and Awareness for Managers
Managers play a crucial role in supporting employees during menopause. Through training and awareness programs, they can learn to recognize symptoms and respond appropriately. An open ear, understanding, and flexibility are essential in this regard.
To better understand the impact of menopause on professional life, it is helpful to explore personal accounts. Annunziata, a 41-year-old woman who has been in perimenopause for four years, shares her story. She runs the Instagram account PeriHub, where she provides information about perimenopause.
Misdiagnoses and Struggles
For Annunziata, the path to the correct diagnosis and treatment was long and arduous. Initially, she was misdiagnosed with burnout and later with moderate depression. Neither she nor the doctors initially recognized that her symptoms were related to menopause.
"Personally, these unrecognized menopause symptoms knocked me off my feet," Annunziata reports. "I was on sick leave for three months and, although I could return to work, it was only with the help of an antidepressant. Even though the symptoms were being treated, I still felt miserable."
The Path to Correct Therapy
It wasn’t until after a total of 20 doctor visits and an odyssey of eight to twelve months that Annunziata received the correct diagnosis. When she was ready to pay for private therapy, the cause of her complaints was finally found to be menopause.
"I am a very good example of how the right therapy, in my case an identical hormone replacement therapy, can work overnight," Annunziata reports. "After a year of unnecessary suffering, my symptoms improved significantly thanks to the correct treatment."
Openness and Education as Keys
Annunziata’s story highlights the need to bring menopause out of the taboo zone and discuss it openly. Many women are unaware that their risk of depression increases by 40% during this phase and do not recognize the connections.
Motivated by her experiences, Annunziata founded the Instagram account "PeriHub," where she shares her experiences and educates about mental symptoms of menopause. "We can be helped tremendously, even if we were as miserable as I was," she emphasizes.
Sandra Tschöpe, a psychological psychotherapist specializing in women's health, sheds light on the mental effects of menopause from a professional perspective.
Hormonal Influences on the Psyche
"With the onset of perimenopause, the hormones estrogen, progesterone, and testosterone decline," explains Sandra. "Estrogen plays an important role in the brain and regulates memory, attention, and mood. When it decreases, this protective effect for nerve cells is lost."
Progesterone, which has calming and anxiety-reducing effects, also declines. This hormone deficiency can lead to concentration difficulties, mood swings, and vague anxieties, manifesting in a depressive ruminative cycle.
Holistic View of Life Situation
Sandra emphasizes the importance of considering a woman's entire life situation. "We looked at whether she really needs to carry the piano at all, or if she could also carry the sheet music more often," she illustrates.
The ability to set boundaries and recognize one’s own needs is crucial in facing the challenges of menopause. A therapeutic context can be helpful in developing strategies for stress management and self-care.
Ute Brambrink, a spokesperson at Vodafone, discusses how the telecommunications company has embedded the topic of menopause into its corporate culture.
Initiatives from the Parent Company
The initiative came from Vodafone’s parent company in London three and a half years ago. A study among female employees revealed that 66% of women were affected in their work by menopause, 53% desired support, and 50% still considered the topic taboo.
Awareness Measures
In response, Vodafone developed a "toolkit" with information on menopause, conversation guides, and support options. Additionally, e-learning courses and internal communication campaigns were launched to raise awareness of the topic.
"The time of shame is over," is the slogan of a poster campaign aimed at encouraging employees to openly discuss their complaints.
Corporate Culture and Flexibility as Keys
Ute Brambrink emphasizes the importance of a respectful corporate culture and flexible work models. "If I’ve slept poorly, I might need an extra two hours in the morning," she illustrates. "Or I might take a three-hour break in the afternoon and be fit again in the evening."
Home office options and the openness to discuss one’s situation with supervisors are "priceless" for women in menopause.
Equal Opportunities and Talent Shortages
From Ute Brambrink’s perspective, supporting female employees through menopause is not only a matter of care but also of economic calculation.
Avoidance of Talent Shortages
"If we lose these women, it would be grossly negligent," she emphasizes. "It would be a shame to lose valuable employees just because we didn’t support them during this phase."
Especially in light of the talent shortage and aging workforce, it is crucial for companies to retain and support experienced female employees.
Equality and Career Opportunities
Furthermore, supporting women through menopause plays a significant role in gender equality and career advancement. Many women reduce their working hours or forgo promotions during this phase because they feel unable to meet the demands.
Through targeted measures, companies can help women pursue their career goals and realize their full potential even during this life stage.
In conclusion, supporting employees through menopause is an important component of promoting mental health in the workplace. However, this should be part of a holistic approach that considers various aspects of mental health. Companies should therefore develop a comprehensive mental health promotion strategy that, in addition to menopause, also addresses other factors such as chronic illnesses, burnout prevention, and a balanced work-life balance. A holistic approach focusing on education, understanding, and individual support can help employees feel valued and empowered throughout all stages of life.
Ultimately, both companies and employees benefit from a culture of openness and care. By acknowledging and actively addressing the challenges of menopause, employers not only create a positive work environment but also ensure long-term retention and performance of their workforce.
Would you like to watch the panel in full again? You can do so on our YouTube channel: "Mental Health, Menopause, and the Workplace."
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