Health and Safety ReportVolume 23, Issue 01

Menopausal workers in Canada are becoming more comfortable talking about their needs. By listening, Canadian workplaces stand to benefit. 

What menopause looks and feels like 

Menopause is a natural biological process marking the end of menstruation, typically between the ages of 45 and 55 (in Canada, the average onset happens around 51). The hormonal changes can come with a variety of symptoms, including hot flashes, night sweats, mood swings, sleep disturbances, and cognitive challenges such as memory lapses and difficulty concentrating. The intensity and duration of symptoms vary among individuals, but can significantly affect daily activities, including work duties. 

Why menopause is a workplace issue 

Menopause occurs in stages, with perimenopause (or “menopause transition”) beginning 8 to 10 years before menstrual periods stop.  A recent report from Menopause Foundation Canada highlighted that unmanaged symptoms can cost the Canadian economy about $3.5 billion annually due to lost productivity and increased healthcare expenses. Menopausal workers often bear the brunt of these costs, experiencing disruptions in their careers and financial instability. 

Despite the prevalence and impact of menopause, it remains a taboo subject in many workplaces. Many workers feel uncomfortable discussing their experiences with employers or colleagues, fearing stigma or a lack of understanding. Inadequate support and accommodations may leave them struggling to balance their health with professional demands, resulting in diminished performance, absenteeism, even early retirement, which has broader implications for gender equity in the workplace. 

Challenges for workers  

Menopause can directly impact work. Symptoms such as hot flashes and night sweats can lead to fatigue, affecting concentration and productivity. Mood swings and memory lapses may create communication challenges or hinder decision-making. Physical symptoms, including joint pain or migraines, can limit mobility and endurance during long workdays. 

Workplaces may inadvertently make these challenges worse. Open plan offices with little temperature control, inflexible schedules, and high-stress environments can compound symptoms and make it difficult for menopausal workers to perform at their best. These barriers not only affect individuals but also contribute to an organizational culture that may alienate a significant portion of the workforce. 

How to create a supportive environment 

Addressing menopause as a workplace issue isn’t just ethical, it’s practical. By implementing these supportive measures, organizations can improve worker retention, enhance productivity, and foster a more inclusive environment: 

• Normalize talking about it 
  Breaking the silence around menopause is essential. Employers can encourage open conversations to reduce stigma and promote understanding. Providing educational resources and training for all workers—not just those experiencing menopause—can help normalize discussions and ensure everyone understands its impacts.  

• Offer flexible work arrangements  
  Flexible work hours or remote working options can make a big difference for menopausal workers. Workers can manage symptoms, attend medical appointments, or adapt their schedules to accommodate fatigue or discomfort. This can lead to reduced stress and improved job satisfaction. 

• Provide the right benefits   
  Organizations should ensure their health benefits include coverage for menopause-related treatments, such as hormone replacement therapy or counseling. Providing access to wellness programs, such as yoga or mindfulness sessions, can also support workers’ physical and mental health. 

• Create a comfortable work environment 
  Ensure access to fans, allow temperature control in personal workspaces, and provide quiet rooms for rest or recovery to help ease physical discomfort. These steps signal that the organization values worker well-being. 

• Develop supportive policies 
  Establish policies that recognize menopause as a workplace issue. Outline accommodations available to menopausal workers and provide clear guidance for managers.  

• Train managers and supervisors 
  Managers play a critical role in creating a supportive environment. Equip them with the knowledge and skills to assist workers experiencing menopause, ensuring they approach conversations with empathy and provide appropriate accommodations.  

Investing in menopause-friendly policies and practices benefits everyone. Workers who feel supported are more likely to remain engaged and productive. Addressing this issue in the workplace also supports broader inclusion efforts by ensuring menopausal workers can continue to thrive in their careers. 

As awareness grows and more organizations implement supportive measures, menopause should no longer be seen as a barrier but rather as a natural phase of life that can be routinely addressed in the workplace.  

Resources

• Menopause in the Workplace, CCOHS
• Menopause Information, Government of Canada
• Menopause and Work In Canada, Menopause Foundation of Canada

Workers who fall from heights, like a roof, crane, or elevated platform, need immediate rescue, especially if suspended in a fall arrest harness, which can lead to suspension trauma. To speed up the rescue, workplaces can develop a response plan that covers all possible scenarios, including what to do if a worker is injured during a fall, is unconscious, or experiences a medical emergency.  

These steps can help you build an effective fall from heights emergency rescue plan.  

• Roles during the emergency: Identify who will conduct the rescue and define their specific roles and responsibilities during the operation. 
• Training: Outline training requirements for the rescue team and those working at heights. 
• Equipment: List the emergency rescue equipment and first aid supplies that must be made available on site.
• First aid: Identify the first aid personnel on-site and provide their contact information. 
• Protective equipment: Determine the personal protective equipment rescuers will need during the operation. 
• Rescue plan: Indicate how a rescue will be initiated and the communication system that will be used. Include procedures for:
  
  
  • Clearing and securing work areas that are unsafe or may interfere with a rescue
  • Rescues via rope or ladder, retrieval lines, self-rescue, and the locations of anchor points
  • Using powered mobile equipment, mechanical hoisting systems or elevating devices that may be needed
  • Providing first aid and medical care for rescued or injured workers, including transport to the hospital
• Emergency exits: Identify all emergency exits and access routes within the worksite, including the roof and work area.
• Emergency contacts: Provide contact information for local emergency medical and fire services. Note, however, that simply calling local emergency services is not a sufficient rescue plan. 
• Share your plan: Share the plan with managers, supervisors and workers before any work begins at the site.
• Plan updates: Review and update the plan regularly, including when changes have been made to worksites or tasks. And, most importantly, make sure to review and update the plan after a rescue or related incident.  

With a comprehensive emergency rescue plan in place, your team will be equipped with the knowledge and skills they need to minimize harm.  

CCOHS Resources  

• Fall Protection – Working at Height Rescue Plan, fact sheet
• Working at Heights: An Introduction Updated, course
• Fall Protection Plans for Working at Heights, infographic
• Fall Protection, fact sheets  

Are you a federally regulated employer or employee? Now you have a way to get timely information about important labour topics.  

The Labour Bulletin newsletter provides the latest operational updates on employment equity, labour standards, workplace health and safety, the Wage Earner Protection Program, and more.  

The Labour Bulletin is published three times a year by Employment and Social Development Canada’s Labour Program to help build awareness of federally regulated workplace standards. Learn more. 

Our podcast episodes help you stay current and informed about workplace health, safety, and well-being in Canada. 

Featured podcast: Substance Use, Stigma and Addiction Among Men in Trades 

Stigma surrounding substance use affects how we talk to individuals, the policies we develop, and how we provide care. In this episode, Dr. Theresa Tam, Chief Public Health Officer of Canada, and Anne Tennier, President and CEO of CCOHS, discuss ways we can reduce stigma and support workers in the trades who are struggling. 

Listen to the podcast now. 

Encore podcast: Temps Down, Heads Up: Working Safely in the Cold 

There’s a lot more to working safely in the cold than bundling up in layers. Here’s what workers and employers need to know. 

Listen to the podcast now.

See the complete list of podcast topics or, better yet, subscribe to the series on iTunes or Spotify and don't miss a single episode.

Do you need help to develop or update a mental health program at work? Maybe you’ve used an assessment tool and surveyed your workers about their mental well-being. Now what do you do with the results?

Our free Workplace Mental Health Toolkit can help. The toolkit features learning modules to help you create a workplace where workers feel safe, respected and valued.

Learn how to develop a mental health program, how to address hazards and risks, how to have meaningful conversations with co-workers, and how mental health and other human rights concerns intersect.

The toolkit’s videos, checklists, infographics, posters, podcasts, and more, are available to help you support a psychologically safe and healthy workplace.

For details, visit the Workplace Mental Health Toolkit.

Occupational health and safety laws are always evolving. This month's highlights include changes to Canada's Occupational Health and Safety Regulations, amendments to Ontario's Occupational Health and Safety Act, and updates to British Columbia’s Occupational Health and Safety Regulation (Workers Compensation Act).  

Canada 

Canada Occupational Health and Safety Regulations (Canada Labour Code (Part II - Occupational Safety and Health)): SOR/2024-118, ss. 1-10 came into force on November 30, 2024, and update the Sanitation Provisions. These amendments allow all toilets, including all-gender toilets, to count towards the total number of toilets required in the workplace (previous requirements were per number of employees of each sex and no reference was made to count toilets that are not specific to sex); revise the language in these provisions to be gender-neutral; and update the standards’ references in the provisions to be current, and in some cases, ambulatory. 

Ontario 

Occupational Health and Safety Act: S.O. 2024, c. 19, Sched. 4 (Bill 190), portions came into effect on November 1, 2024. The Act is amended to impose duties on constructors and employers with respect to the maintenance of washroom facilities, complementary amendments are made.  
 
Other amendments are made to update the definitions of “workplace harassment” and “workplace sexual harassment” to include certain virtual activities. Section 3 of the Act is amended to provide that the Act applies to telework performed in or about a private residence. Various provisions of the Act that require the posting of information are amended to provide that the information may be posted in a readily accessible electronic format. New subsection 1 (5) establishes the requirements that must be met for information to be posted in a readily accessible electronic format for the purposes of the Act. 

British Columbia 

Occupational Health and Safety Regulation (Workers Compensation Act): B.C. Reg. 132/2024 came into force on November 11, 2024, making amendments to Part 3 (Minimum Levels of First Aid). Changes were made to the minimum requirements for first aid supplies, equipment, facilities, and first aid attendants, aligning the province with first aid kit and occupational first aid training program standards set by the Canadian Standards Association. Other amendments focus on first aid in high-risk remote industries. 

For more information, CCOHS offers a paid subscription service, Canadian enviroOSH Legislation plus Standards, that provides a collection of all the health, safety, and environmental legislation you need in one location. 

Hear firsthand about the latest health and safety insights from European workplaces, among a packed lineup of expert presentations, at CCOHS Forum 2025: The Changing World of Work on May 27-28, 2025, in Calgary, Alberta.  

Xabier Irastorza, Senior Research Project Manager at the European Agency for Health and Safey at Work (EU-OSHA), shares their findings from the 2024 edition of the European Survey of Enterprises on New and Emerging Risks (ESENER). The survey examines how European workplaces manage health and safety risks in practice. With feedback from more than 41,000 organizations across 30 countries, the survey covers general safety and health risks, psychosocial risks, drivers of and barriers to workplace health and safety management, and worker participation in safety and health practices. The survey results are expected to be published in early 2025, but you’ll get a first glimpse at Forum.  

Meet more Forum speakers 

Dr. Sandra Dorman: Director of the Centre for Research in Occupational Health at Laurentian University on heat stress as an occupational hazard. 

Dr. Sarah Henderson: Scientific Director of Environmental Health Services at the BC Centre for Disease Control on climate change and considerations and implications for occupational health. 

Travis Woodworth: Health and Safety Planner at Glooscap Health and Safety on Indigenous perspectives on health and safety for workplaces and communities. 

Register by February 14, 2025, to take advantage of the early bird rate (a $100 savings). Special rates for CCOHS Members and students are also available. Stay at the event venue, Sheraton Suites Calgary Eau Claire, and benefit from preferred delegate rates if you book by April 28, 2025 (a limited number of rooms are available). 

More speakers will be announced soon. For the latest updates, visit www.ccohs.ca/forum.