Perimenopause is a significant life stage that affects millions of working women, yet it remains an overlooked workplace issue.
Many employees struggle with symptoms that impact their productivity, well-being, and job security.
Understanding perimenopause and implementing workplace support measures can help create fairer and more inclusive working conditions for all.
What Is Perimenopause?
Perimenopause is the transition period before menopause, typically occurring between the ages of 40 and 55.
During this time, hormone fluctuations can cause a range of physical and emotional symptoms that can last for several years.
Common Symptoms of Perimenopause
- Hot flushes and night sweats
- Fatigue and sleep disturbances
- Mood swings and anxiety
- Brain fog and difficulty concentrating
- Joint pain and headaches
How Perimenopause Affects Workers
For many Australian workers, perimenopause can make daily tasks challenging. Symptoms such as fatigue, brain fog, and anxiety can lead to decreased productivity, while stigma and lack of understanding often prevent employees from seeking support.
Workplace Challenges Faced by Employees
- Lack of Awareness – Many employers and colleagues do not recognise the impact of perimenopause on workplace performance.
- Job Insecurity – Women may fear discrimination or job loss due to health-related challenges.
- Limited Workplace Adjustments – Few workplaces provide flexible policies, such as temperature control or hybrid work options, to accommodate symptoms.
The Importance of Workplace Support
Ensuring that perimenopausal workers have adequate support is not only a matter of fairness but also a way to improve workplace productivity and morale.
Employers who create a menopause-friendly workplace benefit from a more engaged and loyal workforce.
How Employers Can Support Workers
- Raise Awareness – Encourage open discussions and provide educational resources about perimenopause.
- Implement Flexible Work Policies – Allow remote work, flexible hours, and break times for employees experiencing severe symptoms.
- Adjust Workplace Environments – Ensure temperature control, provide access to hydration stations, and offer quiet spaces for relaxation.
- Review Workplace Policies – Introduce menopause-inclusive policies that prevent discrimination and support health needs.
Why Unions Play a Key Role in Workplace Change
Unions have long fought for workplace equality, and perimenopause support is no exception. By advocating for policy changes and workplace protections, unions help ensure that no worker is forced to choose between their health and their career.
How Workers Can Take Action
- Know Your Rights – Understand workplace health policies and advocate for better support where needed.
- Join a Union – Unions can provide guidance, resources, and representation to ensure fair treatment.
- Start Conversations – Encourage discussions with colleagues and employers to break the stigma surrounding perimenopause.
Creating a Supportive Future for Workers
Perimenopause should not be a barrier to career success. By raising awareness, implementing better workplace policies, and ensuring strong union advocacy, Australian workplaces can become more inclusive and supportive for all employees going through this transition.
It’s time to recognise perimenopause as a workplace issue and take action to support workers at every stage of their careers.
