Employers probably have more menopause support than they realise, writes Katharine Moxham at GRiD.
Even if employers do not have a dedicated menopause support provider, it is worth doing some internal investigation. This is because many employee benefits providers, and group risk benefits in particular, include such a broad range of support that many employers will be able to provide support for the menopause at no additional cost to their organisation. On World Menopause Day 2023, here are some examples of support you may not know about:
- Most group risk benefits (employer-sponsored life assurance, income protection and critical illness) now often include access to a virtual GP, so anyone needing general menopause support would be able to speak directly to a GP if they had concerns.
- Anxiety is a symptom that can be experienced at this time of life and many group risk benefits include EAPs (Employee Assistance Programmes) which have support for anxiety embedded as standard.
- Some group risk providers also widen support to include apps and other online platforms for wellness issues including musculoskeletal, nutrition and sleep, all of which can be beneficial for someone experiencing menopausal symptoms. There may even be specialised menopause support included in this way.
- Group risk benefits can also help employees stay fit and healthy with access to apps to help improve fitness, including discounts and offers for gyms and online workouts. Taking regular exercise is thought to improve menopausal symptoms including improving sleep, reducing anxiety, and supporting better bone health.
- Hormonal decline can also have a wide-ranging impact on disorders of the heart which is why this year’s theme for World Menopause Day 2023 is cardiovascular disease. Many employee benefits provide support from third-party medical professionals who are experts in supporting people with specific conditions such as high blood pressure, heart disease and diabetes.
If employers do a deep dive into their existing employee benefits, they may well find that they can create a suite of support for their employees affected by menopause within the benefits they already offer. Not only does this mean they won’t incur any additional costs, but by promoting the support they already have in place they are likely to see engagement and utilisation improve too.
