In the demanding world of hospitality, where customer satisfaction is paramount and the demands of the job often leave little room to prioritise personal wellbeing, there exists a silent yet significant challenge: menopause.

Despite the (more recently) widely publicised importance of inclusivity and understanding for women experiencing this natural phase, menopause remains a topic shrouded in stigma and misunderstanding.

The Telegraph revealed last year that over 50s make up one third of hospitality workers. Yet, research by the CIPD revealed that women aged between 45 and 55 who experience menopausal symptoms feel that it negatively impacts either their work or performance.

Let’s talk menopause and hospitality.

Waking up to the impact of menopause

In an already labour-short industry, losing experienced and skilled talent because of a lack of workplace support is simply bad business. But, if you needed more encouragement to make menopause a priority, look to the government backing of a landmark ruling in February, which set out employer’s legal obligations under the Equality Act 2010.

Aside from this, it’s the right thing to do.

Normalising menopause and putting support in place

Research indicates that organisations with support systems for menopausal employees experience higher levels of employee satisfaction, retention, and productivity. That, and menopausal women are one of the fastest-growing workforce demographics. Ignore this at your peril.

As stewards of organisational culture, senior leaders play a critical role in fostering a supportive workplace environment for employees experiencing menopausal symptoms.

By encouraging open dialogue, destigmatising the topic, providing guidance and information, training managers and supervisors, developing policies and implementing support mechanisms, senior leaders can create a culture of inclusivity and empathy where employees feel supported and empowered to navigate menopause with confidence.

If you want to develop a supportive framework for employees experiencing the menopause but don’t know where to start, the CIPD has outlined guides for how to provide effective support for employees experiencing menopause, and guidance for managers on how to support employees through menopause, which can be found here.

Prioritising wellbeing of your workforce at all stages of life

By prioritising the wellbeing of the workforce through all stages of life, including menopause, hospitality leaders can cultivate a more resilient, engaged, and competitive workforce poised for long-term success, which is good for everyone.

Collaborating with an established and trusted hospitality recruitment company will help amplify these efforts offering strategic guidance, which enables you to continue to be an attractive employer that prioritises wellbeing and inclusion.

It’s time to normalise menopause in hospitality (and every industry).

Simon Jones

MD – Prime Recruit

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