The month of October is Menopause Awareness Month. It aims to break taboo and improve women’s health and wellbeing by raising awareness about the symptoms of menopause and the support options available.
A significant portion of individuals in most workplaces have, will or are currently experiencing menopause. It is important for employers to understand that the menopause and its symptoms can affect staff at any time. Acknowledging this can help staff continue to carry out their roles effectively and with confidence.
Impact at work
In 2023, the Chartered Institute of Personnel and Development (CIPD) published a ‘Menopause in the workplace’ report. This report surveyed 2,000 women between the ages of 40 and 60 who were currently employed in the UK and could be experiencing menopause transition.
Of the women surveyed, it was found 67% of those with experience of menopausal symptoms said they have had a mostly negative impact on them at work.
Of those negatively affected at work:
- 79% said they were less able to concentrate
- 68% said they experienced more stress
- 49% said they felt less patient with clients and colleagues, and
- 46% felt less physically able to carry out work tasks.
Employer’s legal obligations
Whilst there are no specific laws that protect employees against discrimination relating to menopause, the Equality Act 2010 protects workers from discrimination, harassment and victimisation on the basis of protected characteristics including disability, age and sex. The Health and Safety at Work Act 1974 also provides for safe working, which extends to the working conditions when experiencing menopausal symptoms.
If the symptoms of menopause have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, the symptoms could be considered a disability. If this occurs, an employer would be under an obligation to make reasonable adjustments.
In the recently published Employment Rights Bill, Labour have proposed employers with more than 250 employees may be required to develop and publish an ‘equality action plan’. This would show the steps that the employers are taking in relation to their employees with regard to prescribed matters related to gender equality.
Not complying with the essential legislation could leave an employer open to grievances and litigation.
What can employers do?
In the report by CIPD, it was found that workplace support makes a considerable difference. Whilst the workplaces of respondents that felt supported by their employer were most likely to have a written menopause policy, only 24% of respondents said their organisation has a stated menopause policy or other support measures in place.
Whilst not mandatory, having a well-structured menopause policy in place helps employers prevent discrimination in the workplace, as well as avoiding the risk of discrimination-based claims. The policy should detail the support available to employees when going through the menopause, as well as aiming to educate the wider company about the menopause, so that they can understand and support others.
There are also more practical ways to provide support, with the CIPD finding that flexible working and ability to control temperature are seen as most helpful to manage menopause symptoms at work.
Menopausal women are currently the fastest growing demographic in the workplace. By raising menopause awareness and providing support to employees, employers can reduce risk to themselves and others.
If you need any advice surrounding how you can better support individuals experiencing menopause in the workplace, or would like assistance with preparing a menopause policy, please do contact a member of the employment team.
