Are EAPs providing menopause support in the workplace?

• April 10, 2024
• Kayley Wilson
• no comments

Employee Assistance Programs (EAPs) can be valuable resources for supporting menopausal women in the workplace, but their effectiveness in addressing menopausal symptoms specifically may vary depending on the program’s design and the level of awareness and sensitivity among employers and colleagues.

The effectiveness of EAPs is regularly discussed during my Workplace Menopause Awareness training. Sadly, the feedback is generally negative, with employees telling me there is a lack of menopause knowledge and understanding from the caller. Women who have called EAP lines seeking advice and reassurance have been told to ‘go for a walk’ or ‘go to bed early’. This is vague wellbeing advice, which of course has its place as we know lifestyle has an impact on menopause symptoms, but can that level of advice really make a difference?

Another issue highlighted by EAPs is addressing where the support is targeted. We know menopause affects almost everyone at some stage of their life, either directly or indirectly. Where is the information and support for younger women who want to be prepared, partners, children, colleagues or managers who also need advice and information?

I honestly believe that nothing beats having inhouse training to raise awareness and increase knowledge. When employees have the opportunity to be informed, discuss and ask questions then share real lived experiences, ideas and suggestions grow. That’s when menopause support can be implemented, which is meaningful and effective.

Once the foundation of knowledge is there following the training, you will be better placed to consider EAPs and what functions they provide. Here are a few ideas:

1. Referrals to Healthcare Professionals: EAPs can provide referrals to healthcare professionals who specialise in menopause management, such as gynecologists or for a more holistic approach, wellbeing experts, who together can provide well rounded medical support and treatment options.
2. Counselling and Support Services: EAPs often offer counselling services that can help menopausal women manage the physical, emotional, and psychological symptoms related to menopause. This can include stress management techniques, coping strategies, and support for symptoms such as anxiety, low mood and sleep disturbances.
3. Flexible Work Arrangements: EAPs may assist in implementing flexible work arrangements such as flexible hours, hybrid working, or job sharing, if this is something women choose after considering all options. It’s important that women don’t feel under pressure to make changes to their role or working hours due to a lack of understanding and support.
4. Workplace Policies and Accommodations: EAPs can work with employers to develop workplace policies and accommodations that support menopausal women, such as providing access to fans or temperature-controlled workspaces to alleviate hot flashes, or allowing for breaks as needed to manage symptoms.

It’s essential to note that the effectiveness of EAPs in supporting menopausal women in the workplace ultimately depends on various factors, including the organisation’s commitment to creating an inclusive and supportive work environment, the availability of resources within the EAP, and the willingness of employers and colleagues to accommodate the needs of menopausal women. Ongoing education and training for both employees and employers about menopause and its impact on the workplace is a must to create a more supportive environment for menopausal women.