In a café, people of all ages sit at tables drinking tea, eating cake and talking. So far, so normal, until you realise that every conversation is about the menopause. Welcome to Menopause Café!

Menopause Cafés are pop-up events, held worldwide, aiming to break the taboo around talking menopause. The Menopause Café movement led to the world’s only menopause festival, held annually in Perth, Scotland, where participants laugh and learn together.

How it started

On a cold, dark night in February 2017, I sat down to watch the Kirsty Wark documentary, “Menopause and Me”. My husband joined me. We learnt that the average for menopause in the UK is 51 and that nobody talks about It.

At the end I, (50 and still having regular periods) turned to Andy and said, “do you think anyone would be interested in a Menopause Café, where you can just turn up and talk about the menopause?”. We put the idea out on the Facebook page of our counselling business and were blown away by the number of positive responses. Crucially, two women, Lorna and Gail, said they’d help us run the first one. So what choice did I have, but to give it a go?

That’s how, on a warm, sunny evening In June, Andy, Lorna, Gail and I sat in Blend Coffee Lounge, Perth, waiting to see whether anyone would turn up for the world’s first Menopause Café. We’d advertised it on social media and told the local press, but would anyone want to come and talk about the menopause with strangers? To our surprise, and relief, about 24 people joined us that evening, talked non-stop, and asked when the next one would be.

Now there’ve been over 250 Menopause Cafés throughout the UK and in Toronto, Copenhagen and Nairobi!

How does it work?

Menopause Cafés follow four simple principles borrowed from the Death Café movement. Sessions are offered:

• to all, regardless of age or gender;
• in an accessible, respectful and confidential space;
• with no intention of leading people to any conclusion or course of action;
• on a not-for-profit basis;
• alongside refreshing drinks and cake!

It’s a social franchise, so volunteers sign up to our principles, we send them a welcome pack and publicise their event. Menopause Café is a registered charity and a trademarked term.

Menopause café also run an annual menopause festival in two parts:

1) A Friday “Menopause at Work” seminar aimed at HR professionals, trade unions and occupational health, covering good practice for workplaces to attract, support and retain women through the peri-menopause and post-menopause years

2) A Saturday for everyone, featuring speakers on menopause symptoms and how to reduce these; creative workshops like Native American belly-dancing, yoga, sculpture, art and learning assertiveness; followed by evening entertainment of menopause cabaret and stand-up comedy.

What’s next?

We want:

• more men at Menopause Cafés. They live and work with us, so they need to know what’s going on;
• more countries hosting Menopause Cafés;
• more people coming to #FlushFest2020, the world’s only menopause festival in Perth on May 29^th and 30^th.

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Acas Director Kate Nowicki explains the importance of employers being able to handle menopause sensitively and effectively.

When Acas published research on mental health three years ago, we noticed how much the menopause featured in our case studies. I was not entirely surprised. As one line manager in a private company said: “I’ve witnessed people that have been in their menopause that have been really depressed, to the point that they don’t want to be here anymore.” I have seen that for myself, amongst friends, colleagues and in businesses that I have worked with.

Of course, it’s not surprising that the menopause can have such a devastating impact at work. The trouble is that in many workplaces the menopause has been regarded as something not to be talked about. That was the case with mental health too until recently.

The last three years has seen a sea change in attitudes towards mental health. Similarly, we need to keep talking about the menopause so that is no longer seen as taboo. To help meet this challenge, Acas recently launched new menopause guidance. Our aim is to raise awareness of this natural stage in a woman’s life and give tips so employers, managers and workers know what to do in practice in handling the menopause sensitively and effectively at work. 

Changing the culture

Michele Piertney, an Acas Senior Adviser based in Manchester, has developed new training to accompany the guidance. Speaking to her recently, she said she was motivated to develop the training by observing people’s attitudes over many years. From young women sniggering at the mention of menopause at work to male-dominated board rooms that want to look the other way out of sheer embarrassment. You can hear more from Michelle in her recent blog here.

In researching and compiling the guidance, we also realised that many employers and managers are simply unsure how to properly manage workers going through the menopause. So, by default, they ignore it, or think they don’t have time for it or that it is of little consequence. Or, they give the excuse that it is just too tricky to deal with.

However, the sad fact remains that in far too many workplaces women in their late forties and early fifties have been left to cope with the difficulties that the menopause can bring, with little or no support. And as our mental health research has shown, this can mean a woman feeling she has no choice but to leave her job.

So what can we all do?

Handling this health and wellbeing concern sensitively and effectively is not just about staying on the right side of the law. It is ethically the right thing to do, and there is a very strong business case too.

It is forecast that employers will need to retain the skills and experience of workers over 50 because of Britain’s falling birth rate. Which, of course, will include retaining and hiring women going through the menopause.

Managing the menopause at work requires sensitivity, tact and knowhow, but it is not beyond the capability of any manager with the necessary knowledge and training. Here are a few of the tips for managers from the new Acas guidance:

• have regular one-to-one contact with your workers in the course of their work – it should make it easier to talk with them;
• be aware of the range of symptoms of the menopause – these can include feeling tired and lacking energy, mood swings, anxiety and panic attacks, hot flushes and struggling to concentrate, focus and remember things;
• make sure menopausal symptoms are not made worse by the workplace – health and safety checks should take into account the effects of menopause symptoms;
• know how to talk with a worker – for example, you must leave it with them to raise their menopause concern;
• be prepared to discuss and agree changes with a worker to help them manage their menopausal symptoms at work.

For more information, visit acas.org.uk/menopause

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Do you feel like you’re fighting a losing battle with the clock? Are you being pulled from pillar to post and you’re sinking to the bottom of the priority list? Menopause hits us at a time of life when we’re just too busy to look after ourselves.

It’s no wonder we are all looking for a quick fix for the sudden onslaught of symptoms; weight gain, aching joints, insomnia, low mood, fatigue and an expanding waistline.

We’re always searching for a cream, potion or prescription to sort things out. But there is something out there that has miraculous benefits and can help us to lose weight, tone up, fight fatigue, improve sleep and lift our mood. Side effects include reducing our risk of cancer, dementia, stroke and heart disease by up to 50%. So, what’s not to like?

Of course, the menopause miracle is exercise but just the mention of the word is a turn-off for many of us especially during this turbulent time of our lives. How can we motivate ourselves when we’re already too busy and too tired? I’ve helped many a self-confessed exercise hater to get moving by changing their mindset with small but realistic goals.

And by encouraging them to love the way exercise makes them feel about themselves, especially when our confidence takes a dive.

Exercise doesn’t have to be hard work, painful or a punishment; you just have to find something that you enjoy and do it regularly. Some love walking and talking, others like yoga or swimming or dancing – all activity is good.

In a perfect world we should all do at least 150 minutes of moderate intensity exercise every week. If that seems overwhelming, it might help if you look at it this way; it’s just 2% of your whole week during waking hours and it’s the most powerful thing you can do for your physical and mental health. Break it up into ten-minute chunks and suddenly it doesn’t seem so unachievable.

So you need to make every minute count by including the four things that are vital to help you through menopause and beyond: cardio for heart health, impact for boosting bones, resistance for strength and muscle tone and stretches for flexibility. I would encourage you to also include balance and much-needed pelvic floor exercises, which you can do everyday at home, even when you’re brushing your teeth.

Women need to start talking about menopause

There’s another reason I’m on a mission to get more women talking about menopause. I had to have a hysterectomy at 36 and wasn’t given HRT because of the misleading research at the time that linked it to increased breast cancer risk. I’ve now been diagnosed with osteoporosis. If only I’d know then what I know now. Although I can’t turn back the clock, I’m passionate about empowering other women to take control of menopause by giving them the information and support they deserve.

When it comes to menopause, knowledge is key. Getting the right information now will not only help us with our symptoms, it will also help us to recognise that what we do now will affect the rest of our lives.

With the right information, treatment, support and exercise, we can live our best lives through menopause and beyond.

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In times gone by, the average woman never lived to experience menopause and its effects. But, with a longer life expectancy, most women today will live 30-50% of their lives after menopause. Therefore, this is a biological change that we need to acknowledge, understand and support.

Menopause occurs when a woman’s ovaries lose their reproductive function; eggs are no longer released and estrogen and progesterone levels fall. Approximately three-quarters of women will experience hot flushes and night sweats due to low oestrogen, and one third will be moderately-to-severely affected. Women may also experience anxiety, low mood, disturbed sleep and vaginal dryness. Joint pain is a common, and often under-recognised, symptom.

Menopausal symptoms are too-often dismissed with the view that they are just part of life and will be transient.

There is a clear socio-economic imperative to support women experiencing difficulties consequent to their menopause.

Yet, studies have affirmed that menopausal symptoms substantially impair wellbeing, relationships and work function. The hormonal changes have long-term health effects including: bone loss, increased future-fracture risk, increased central abdominal fat, even without an increase in weight, and a greater likelihood of developing diabetes and cardiovascular disease. Symptoms do not predict or indicate bone loss and other metabolic changes; these develop silently and occur in women with and without other symptoms.

The impact of menopause extends far beyond the individual

So, menopause matters. The inevitable hormonal changes that occur at menopause may cause, or make women vulnerable to, physical and psychological ill health.

The impact of menopausal symptoms extends far beyond an individual, impacting on relationships and the people that women support. The majority of women experience menopause at one of their busiest life phases. In addition to being in paid employment, at this time, many women are in caring roles for their own immediate family as well as other dependent relatives. There is a clear socio-economic imperative to support women experiencing difficulties consequent to their menopause.

The International Menopause Society: our goals

The International Menopause Society is a global organisation whose mission is to promote and support access to best-practice healthcare for women through their menopause transition and post-reproductive years. The goal is to enable all women to achieve optimal physical and psychological health and well-being through midlife and beyond.

Achieving this goal requires a multi-pronged approach. This involves health practitioner and community engagement with the provision of consistent health messages to the global communit; research into all aspects of the menopause and agin; and increasing awareness and understanding of the menopause amongst the global community, healthcare professionals and policy-makers. The IMS provides multi-lingual, culturally-sensitive health information to the global community, healthcare professionals and policy-makers, freely available through the IMS website and online via YouTube.

Menopause is unique for every women

Every woman’s experience of the menopause will be unique and the choices women make must be respected. However, it is critical that all women have easy and equitable access to evidence-based knowledge and healthcare, and are empowered to make fully-informed health choices. Menopause is a natural life event and not a stigma, and something we should all feel comfortable talking about.

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I hear “But you’re too young to be menopausal” at least once a week. I am 33 years old, and yes, I am menopausal. Then comes the face of surprise, followed by pity. I am proud to say I am menopausal; three years ago, I made the difficult and decision to have a total hysterectomy because I suffered from the life-threatening, hormone-based mood condition Premenstrual Dysphoric Disorder (PMDD).

For 20 years, PMDD controlled every aspect of my life. As the female sex hormones ebbed and flowed during my menstrual cycle, I would have severe, abnormal reactions to these changes – both psychologically and physically.

PMDD, living a half-life

Many describe PMDD as living a half-life as you battle with a condition likened to ‘PMS on steroids’ for up to three weeks of every month. PMDD is a life-threatening disorder, as suicidal thoughts plague the sufferer. In fact, it is estimated that up to 30% of those living with PMDD will attempt suicide at least once, a staggering statistic that is largely ignored by the medical community.

PMDD affects 1 in 20 women and individuals assigned female at birth. However, it is estimated that up to 90% are currently living without a formal diagnosis.

Why is menopause regarded the way it is?

So why do I face the look of pity when I explain that I am in surgical menopause? Is it because I was not able to have children before my surgery? Is it because of the widely-held, socially-conditioned belief that menopause is something that only happens to elderly women? Or, is it because there is the subconscious assumption that once a woman enters the menopause she ceases to be of value to society?

PMDD affects 1 in 20 women and individuals assigned female at birth. However, it is estimated that up to 90% are currently living without a formal diagnosis.

These questions have haunted me and challenged my identity to the core. The grief of giving up on my lifelong dream to become a mother was devastating, and yet I knew surgery was the right choice for me. PMDD is an inherited condition, and I couldn’t face the possibility of passing it on to a daughter or granddaughter, which ultimately made my choice very easy.

Becoming menopausal overnight

I recognise that I was very fortunate in that my transition into the menopause was relatively straightforward. Having battled with a debilitating, life-limiting condition for two decades, I adapted well to the physical symptoms of menopause. I understand my body well, and am acutely aware of how hormones affect me.

What I wasn’t expecting was the psychological impact of entering the menopause overnight. The anxiety, grief and loss of identity brought with it a cloud of depression that required intensive therapy to manage. Logically, I understood that my reproductive system was killing me, and yet the loss I felt was overwhelming. I felt as though I was the only person in the world to be feeling this way, and so the isolation was a desolate place.

The beginning of my womanhood

Gradually, over time, and with the unconditional love from my partner, I began to rebuild my identity, redefine who I was and what my future would hold. As a midwife, I quickly realised that I no longer had a place in the profession in the literal sense, and instead focused my energy on supporting others, becoming their own menstrual health advocate. And so, PMDD & Me Community Interest Company was born.

I now understand that being a woman means so much more than simply being a mother, and the menopause saved my life. It is not the beginning-of-the-end of my womanhood, but rather the beginning – and now I shout it from the rooftops! Everyday I remind myself of this. Nowadays, when I am told that I’m too young for the menopause – I smile and explain that becoming menopausal saved my life and I’m proud of it.

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Everyone’s talking menopause; or are they? Kathy Abernethy considers what more we need to help women through this natural life transition.

In May 2019, BBC Breakfast spent a whole week talking about menopause. This included meeting women, healthcare professionals and employers to discuss the impact of menopause on the lives of women.

Just a few years ago, this would not have happened. Menopause was a secret from all but those going through it. It was hardly discussed between women, let only in public or at work.

Yet, all women who live long enough will experience menopause, some even in their 30s or younger! With women over 50 being the fastest growing group in the workplace, it is becoming increasingly significant to everyone, not just women.

Women’s voices are creating change; healthcare needs to catch up

The change in conversation has been driven mainly by women, wanting menopause to be more widely understood and treated as the natural life event that it is.

There are women who seek help from their doctors only to meet opposition when they ask to consider HRT, which is still the most effective treatment for symptoms.

Raising awareness and generating conversation is the first step, but helping staff to access accurate, personalised support is what makes the difference and keeps women working to their usual high standard.

Healthcare professionals have been working for years to improve medical education around the menopause, but it is only now that women are speaking out that we are finally being heard.

Guidelines written in 2015 are still not fully implemented and women turn to social media for advice that they should get from a healthcare professional.

The healthcare profession is improving, but we need more GP education. Specialist support and advice needs to be delivered in a way that is accessible to all women.

Dispelling myths about the menopause

I would like women to understand what happens during menopause. For them to be aware of lifestyle and diet choices that might improve their health and that low-risk treatments are available.

With three quarters of women experiencing symptoms such as flushes, irritability, anxiety, low mood and vaginal dryness, women should be able to get the information they need to make choices about treatments in an easily accessible way.

Young women with premature ovarian insufficiency should feel confident in their HRT and, for that, we need GPs too to be better informed.

The workforce is getting older – women need support from their employers

Due to the increasing number of employed women over 50, companies are recognising a need for support. Menopause may result in hidden absences, higher long-term sickness, reductions in day-to-day productivity and lower morale. It makes sound business sense to invest in supporting women at work during the menopause transition.

Raising awareness and generating conversation is the first step, but helping staff to access accurate, personalised support is what makes the difference and keeps women working to their usual high standard.

Through Peppy, women can access experienced and qualified practitioners like me, paid for by their company. After 30 years’ working in this field of health, it is exciting for me to see how much more we are discussing menopause and how much more we can do to bring accurate advice and support to women in everyday life.

Kathy Abernethy – www.kathyabernethy.com

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Working through menopause can mean struggling with a host of symptoms. By putting a few simple measures in place, employers can support their workforce more effectively.

Looking back over the last three years, it’s amazing how much is changing around support for menopause in the workplace. As we head into our fourth year of menopause in the workplace conferences, it’s a subject that is – thankfully – gathering traction fast.

Back in 2016, it was difficult to find any companies with support in place, let alone a policy or guidance document. But, now, we’re seeing an increasing number of forward-thinking organisations leading the way in breaking the taboo, getting the conversations started and, above all, supporting women when and where they need it – in the workplace.

Women are retiring later, so menopause is a more common topic

Menopause is a completely normal phase in a woman’s life, usually between the ages of 45 and 55, sometimes earlier. With retirement ages rocketing, it means women are working 10, 20 possibly 30 years post menopause. But statistics tell us that one in four women consider leaving work due to their menopause symptoms. (Three in four experience menopausal symptoms and one in four experience severe symptoms.) If employers support them through this transition, they will be retaining experienced, talented staff, saving on recruitment costs and training. But, it’s not just about the bottom line – put simply, it’s the right thing to do.

Women think that they won’t be taken seriously or fear being thought of as ‘old and past it’.

Psychological symptoms are often overlooked

Every woman experiences menopause differently and symptoms can change over time. Most people recognise the stereotypical hot flushes, but what surprises many are the psychological effects.

You simply can’t make assumptions about a woman’s experience when you consider the range of symptoms. Physical symtoms include hot flushes, irregular periods and ‘flooding’ (very heavy bleeding), sleep problems and fatigue, vaginal dryness and urinary issues, while psychological symptoms include problems with memory recall, anxiety and worry, mood changes and loss of confidence.

These don’t stop when a woman arrives at work; many women just feel too embarrassed to talk about it. They think that they won’t be taken seriously or fear being thought of as ‘old and past it’ – concerns that have been highlighted through various research. When this is combined with the lack of awareness about symptoms (especially during perimenopause, and considering that many women struggle with even realising they’re menopausal), this is when they may consider leaving.

Workshops, training, and policy changes can help organisations talk about menopause

Things are changing. Some pioneering companies are bringing menopause support in their workplaces to the forefront. We’ve worked with organisations from public and private sector, all determined to break the taboo around menopause.

How an organisation introduces support varies. It’s key to get everyone involved. Only by breaking the stigma associated with menopause can we start to see it for what it is. Workshops, training, intranet groups, policy and guidance documents and the introduction of reasonable adjustments, have all been introduced into workplaces. What these organisations have done is massive; they have started something big.

Menopause is not a ‘women’s issue’; everyone needs to know about it and that’s ultimately how we will see our nation’s attitude to menopause change. And although the business case is clear, all the organisations we’ve worked with have done it because they know it’s the right thing to do.

It’s time for all employers to do this. It’s time to take menopause off the taboo list and put it firmly on the priority list.

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Despite all of the noise being made in the press and media about the menopause, it is still viewed as a huge taboo – almost a shameful subject.

Women are reluctant to speak to their employers, colleagues, family and friends about the menopause, thinking it will somehow put them in a bad light or make them miss out on a promotion.

The perception is that a menopausal woman will be viewed as an emotional, hormonal and erratic woman who simply cannot cope or be trusted.

Well-intended family and friends may also be dismissive just as they can be when you have PMT; you know how the comments go: “Oh… it’s that time of the month again!”

We need to break the stigma together

As an advocate for menopausal women everywhere, I am trying to break this stigma and taboo along with many other amazing women, doctors and healthcare professionals.

It worries me that, when I tell my story, visiting huge corporations and speaking on panels, some women are too embarrassed to identify themselves as being menopausal or perimenopausal in front of their colleagues.

The perception is that a menopausal woman will be viewed as an emotional, hormonal and erratic woman who simply cannot cope or be trusted.

This reminds me of the scarlet letter and this type of puritanical thinking that really, in this day and age, should be a thing of the past.

It’s ridiculous that we, women in modern society, should be made to feel this way! This is why I am fighting every day to make changes so that menopausal women are understood and that any shame surrounding the menopause is taken away.

The feeling of being understood

I speak out everywhere I go and my own traumatic menopause experience is the inspiration behind all the work I do.

When we open a discussion about the menopause, we are inundated with questions and appreciation from women of all walks of life, united by their experiences and just searching for support. Just being able to get their feelings or experiences off their chest has been cathartic for so many, including myself!

I have had CEOs, the gutsiest of businesswomen, in tears of relief at just having been finally understood! Being able to vent in a safe and comfortable forum where they feel they won’t be judged. This was my goal from the beginning and, every day, the more we push and fight, the closer we are to achieving this.

Power in numbers

We as women, need to unite, trust each other and have each other’s backs. In life, there is always power in numbers. As a menopause campaigner and advocate, I have found this to be true – we are a community.

I will continually fight until this subject becomes the norm. Menopausal women are not women past their prime, we are all beautiful, sexual, powerful, kick-ass women!

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The stereotypical image of post-menopausal women being ‘dried up’ and ‘past it’ no longer applies. Media coverage is helping women to finally talk, accept help and bring about a wave of positive change.

Times are changing

By 2020, for the first time in history, there will be more people on the planet over 65 than under 5. In 2018, the office of national statistics put a women’s average life expectancy at 82.9; it is quite plausible that we are the first generation of women to spend nearer half of our lives post-menopausal.

With this ever-expanding, aging population, the definition of ‘old’ is changing – and so are perceptions. The post-menopausal woman has in the past been seen negatively both by women themselves, and also by society. These women are often depicted as sad, grey, isolated and barren, with media photos showing women wistfully staring into the middle distance dreaming of the good old days.

But, women are talking and these negative images are changing!

There is no doubt that the menopause is a natural phase that every woman will enter, but being ‘natural’ does not necessarily mean straightforward.

Menopause is natural…

There is no doubt that the menopause is a natural phase that every woman will enter, but being ‘natural’ does not necessarily mean straightforward and women often endure debilitating symptoms of night sweats, insomnia, hot flushes, low mood and mind fog sometimes resulting in depression, the breaking down of relationships, and absence from work.

Recent media coverage of the menopause and its treatment, including HRT, have meant that more women are feeling empowered to reach out for help and visit their health care professionals whilst being better informed about their options. In turn, doctors and nurses are having to keep up with current research around HRT and the treatments available to meet the expectations and growing demand from women who no longer wish to stay silent.

Women are now beginning to feel more in control of their menopause rather than ‘it’ controlling them.

Women in the workplace

Women now comprise 47% of the workforce, which confronts the old-age belief that post-menopausal women are no longer important and useful… proving there is more to life than reproducing!

Women are challenging the menopausal stereotypes of aging with their wisdom, experience, intellect and value to society. Employers will need to adapt their workplace policies and work environments to enable women to navigate their way through this often-difficult time and thus respecting the valuable contribution women in this age group make when compared to their younger counterparts.

New beginnings…

The menopause can be liberating – no more bleeding, no more PMS, no more contraception. Women in their 50’s are starting new businesses, taking up running, embracing their wrinkles or erasing them with injectables. It doesn’t matter how women wish to lead their lives, what matters is that women are respected and accepted in our society and are given choices through better education, research and the development of safer hormone therapies ultimately giving women the freedom to lead their best lives.

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Rebecca Haroutunian

Women’s health and Holistic Core Restore® coach

How does the menopause affect the pelvic floor?

The pelvic floor is made up of layers of muscle that stretch like a hammock from the tailbone at the back, to the pubic bone in front, supporting the bladder, womb and bowel. Pelvic floor muscles help to control the bladder and bowel and contribute to an active sex life. But the effects of the decline in circulating oestrogen, combined with the ageing process, put postmenopausal women at risk of pelvic floor dysfunction. This might include prolapse, sexual dysfunction and incontinence, and their symptoms can greatly affect their quality of life.

One in three women suffer from urinary incontinence

Many women may notice an increased difficulty in controlling their bladder or bowel. Most commonly, this includes symptoms of urinary frequency (constantly needing to go to the toilet) or urgency (needing to get to the toilet in a hurry or not making it there in time).

The onset of menopause can cause your pelvic floor muscles – just like the rest of the muscles in your body – to weaken. These muscles support the pelvic organs, which means that the weakening of these muscles can result in pelvic floor problems. Reduced pelvic floor muscle function around the time of menopause can also be due to weight gain, which is common during menopause.

Other contributing factors may include:

• a less elastic bladder
• birth trauma
• constipation

Nutrition for a healthy pelvic floor

It is essential to eat a healthy diet, rich in dietary fibre, in order to prevent constipation. Constipation puts added stress on the pelvic floor. Getting fibre in your diet is really important for a healthy strain-free bowel movement.

How much fibre do you need to have a day?

The government recommends a daily intake of 30 grams of fibre. But what does that look like on your plate? Breakfast could be half a cup of oats with two tablespoons of flaxseeds and half an apple, which equates to eight grams. Then lunch might be half an avocado, a cup of cooked lentils and a handful of spinach, which is 12.5 grams. Follow this with a dinner of a cup of broccoli and a cup of brown rice, which is 8.5 grams.

Nutritionist Josephine Cobb, who specialises in helping women transitioning through the menopause says: “Hydration is also key when we are thinking about supporting a healthy pelvic floor. Not only for aiding digestive function, but also for maintaining muscle function. The NHS recommends six to eight glasses of water a day. A good tip would be to start your day off with a large glass of water. Hydrating straight away before breakfast can really help to support your digestive system.”

Pelvic floor muscle exercises are king (or queen!)

Pelvic floor muscle exercises are particularly important during this period of a woman’s life and can be very beneficial if done correctly.

Women’s health coach, Rebecca Haroutunian, says: “Pelvic floor exercises are not just about squeezing at the traffic lights. It really is never too late to get a better functioning core and pelvic floor.”

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