When women leave early work due to menopause, they face financial and social challenges. Women who leave work early due to menopause face not only physical symptoms, but also financial difficulties, social isolation and a certain stigma that still exists in society.
To overcome these obstacles, women must combine workplace awareness with financial planning and supportive policy to navigate the menopause without sacrificing long-term health.
Research shows that in the UK, we are living longer and working longer. Yet 1/10 of menopausal woman quit their jobs during menopause. One in four women seriously considers leaving their job, believing they have no choice but to reduce their workload or work part-time, and risking their career. When viewed this way, the effect such changes can have upon family life and financial security in the future, these statistics are no longer just numbers. They are now people’s daily reality.
Impact of family finances and on the family
Some people may think that they can survive without the income from home. Some may have to dip into their savings, or start taking money out of their pensions sooner than planned. The big question is how early retirement will affect a happy, comfortable and well-earned retirement.
We must also remember that careers offer women more than money. They can enjoy work fulfillment, a sense self and social engagement.
Many women who have left the workforce struggle to return to work. Common menopause symptoms like fatigue, anxiety, and “brain fog” make it difficult for them to do so. It is time to change this, for both these women and for the organisations that need to fill talent gaps.
Menopause Returner Plan
Many employers have made plans to help their female colleagues through the menopause.
This new landscape offers an opportunity to not only retain talent, but also to reintroduce those who wish to return to the workforce. They can be confident that they will receive accommodations and support.
Returner programmes for women who are menopausal can be a powerful tool to help them re-enter the workforce following a career break. They also address the challenges that arise during the transition from menopause. The menopause is a time of many physical, cognitive, and emotional changes. These factors need to be carefully considered when designing a returner programme. Returner programmes that are successful can benefit employees and employers alike.
For employees
- How to prepare for a new job:support in writing a CV and interview skills, as well as being introduced with appropriate potential employers.
- Flexible Work and Accommodations : Remote working, part-time work hours and a phased return to the workforce will make it easier for females to balance their career and health concerns.
- Access Training and Re-skilling : Including access to professional training allows women to update skills and boost their confidence.
- Health and Wellness Support : Signposting to healthcare resources and wellness initiatives, as well as peer support networks, will help menopausal woman thrive.
For employers
- Tapping new talent: Menopausal returns are likely to have leadership and people skills. Their own menopause experience can also enrich a programme or network that is menopause-friendly.
- Diversity: Women returning to the workplace after a career break caused by menopause will increase diversity in the workplace and help close gender and skill gaps.
- Getting loyalty and maturity. Giving the opportunity to return will encourage loyalty in the returning employee, while their maturity and experience can guide and steer younger co-workers.
- Shaping The Future: Seeing older women at work sends a powerful message to co-workers, stakeholders, and customers about how your workplace is welcoming, diverse, and ready for the future.
Returning returners can thrive
Employers who are menopause-friendly know how to cultivate their talent and encourage women to remain in the workforce. This makes them the perfect employers to welcome back women from a career hiatus.
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