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The Menopause at Work

The Menopause at Work
"""Menopause: What is it?

The term ""menopause"" refers to the conclusion of a person's menstrual cycles. After the person has gone 12 months without having a period, it is decided. The average age of menopause is 51, and it typically starts in a person's 40s or 50s. The following are the 3 menopausal stages: perimenopause post-menopause menopause The term ""around menopause"" is perimenopause. The transition to menopause is another name for it. These phrases describe the body's normal progression into menopause. Perimenopause can begin at various ages for different people. It can happen sooner or later and is frequently first noted as menstrual irregularity in a person's 40s. During perimenopause, the body's estrogen levels fluctuate unevenly. Periods can get longer or shorter. Not everyone will exhibit the same symptoms or indicators. Menopause and perimenopause symptoms include: irregular cycles chills, hot flushes, and nocturnal sweats sleep problems Mood shifts bladder problems reduced fertility Sexual function alterations and vaginal problems lost bone mass more aches and pains in the joints modifications to cholesterol levels Added pounds and a sluggish metabolism Hair loss and dry skin breast fullness decline

Should employers be concerned about menopause?

Most of the time, menopause has little to no effect on a worker's ability to perform their job, and employers might not be aware that the worker is going through these changes. Others, however, might see effects on their attendance, performance, or health. Menopause symptoms can be cognitive, physical, and emotional (for example hot flushes, muscle aches, poor concentration, anxiety, and headaches). As a result, impacts at work could consist of low energy, decreased performance, or poor mental health. Changes to the body brought on by menopause that may have an effect at work include: Cardiovascular alterations - may affect your capacity to perform strenuous physical activity, cope with extreme heat or cold, etc. Fractures due to low bone density are possible, notably to the wrists, hips, and spine. Urinary incontinence, or the sudden or increased need to urinate, will affect how access to restrooms is made available. Another scenario when urinary stress incontinence might happen is when someone is lifting something heavy. Hot flashes: Wear layers, have access to cool water, or find a cooler environment. Lack of sleep may necessitate flexible work schedules, longer breaks in between shifts, or longer workdays.

What concerns related to menopause can an organization help with?

Concerns about menopause should be politely addressed by both employers and employees. The following are some examples of what organizations may do to help their staff members talk openly about menopause without stigma (to themselves or others), understand how it affects a person's physical and mental health, and deal with it compassionately and fairly. Menopause information and education should be provided. Create or update rules for inclusion and diversity, such as those on sex and gender reassignment. People who identify as trans, non-binary, or intersex may experience menopause. When creating procedures for absences, sick leave, or flexible work, take menopause into account. Offer flexible working hours, allowing time off to attend medical appointments, for example Include the effects of prescription and over-the-counter drugs and treatments in a policy about impairment at work. Include how exhaustion affects working hours, shift work, prolonged workday schedules, etc. Develop or review safe work practices that include proper lifting techniques as well as ways to improve posture and balance control. Whenever possible, allow some control over the work area's temperature and ventilation. Allow for variety in material and fit when uniforms are required to allow for layering or to boost comfort. Regularly allow access to restrooms As required, make cool drinking water, a quiet space, or a rest area available. Encourage opportunities for exercise, a balanced diet, stress reduction, and good mental health. Whenever possible, make support resources available, such as employee aid programs.

What can people do to assist?

Whether you or someone you work with is going through the menopause, keep in mind: A normal and transient stage of life is menopause. Different people react differently to the same symptoms. Temporary symptoms include irritability, difficulty focusing, and memory loss. To inquire about potential services and supports with your manager or human resources Be prepared, say that you want to talk about a personal matter, explain how your symptoms are impacting you physically and mentally, make recommendations that might be helpful, and decide on future measures before speaking with your boss. To dress in layers and, if feasible, request permission to use a modest fan at your desk to incorporate stress management, good nutrition, and active living into your daily routine avoiding triggers like hot drinks or meals, cutting back on alcohol, and cutting back on caffeine (which can exacerbate symptoms)"""
 

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"The Menopause at Work" was written by Mary under the Health category. It has been read 19 times and generated 0 comments. The article was created on and updated on 23 November 2022.
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