World Menopause Day

October 17, 2024

As World Menopause Day approaches on 18 October, it is important to shine a light on the effect of menopause in the workplace.

The term ‘menopause’ encompasses three separate stages, including perimenopause, menopause, and post-menopause. It is important to be aware that during all three stages, individuals can experience symptoms due to hormonal changes.

Over the past few years, menopause has been discussed more frequently, both in the media and the workplace. As menopausal women are considered the fastest growing demographic in the workplace, it is vital that employers foster a culture where individuals feel comfortable discussing their experience.

Whilst it is necessary to highlight that each individual experience of the menopause will vary in respect of severity and frequency of symptoms, symptoms affecting employment can include the following:

Poor concentration/brain fog
Increased body temperature
Poor quality sleep leading to fatigue
Memory issues
Low mood
Loss of confidence

A key issue surrounding menopause is the lack of support available during employment. It has been found that one in six have considered leaving their role due to a lack of support, and 6% have left employment on this basis. Not only can this lead to employers losing valued members of their workforce, but employees are becoming increasingly more aware of their rights, demonstrated by an increase in tribunal claims in which menopause has been cited.

Whilst menopause is not expressly protected under the Equality Act, it is important to be aware that if an individual is treated unfairly due to experiencing difficulties associated with menopause, that this may lead to a claim under the protected characteristics of sex, age or disability (or a combination).

In relation to disability, this may be relevant where the symptoms of menopause have a ‘long term and substantial impact’ on a women’s ability to carry out normal day to day activities. Where symptoms amount to a disability, the employer will be placed under a legal obligation to make reasonable adjustments.

The new Labour government intends to address issues surrounding menopause and has proposed that employers with more than 250 employees will be required to create menopause action plans. The action plan will outline the steps which employers are taking to support individuals experiencing menopause, which may include factors such as training and flexible working.

How can employers support their staff in the workplace?

Educate your workforce in relation to menopause via regular training, and foster a culture where employees feel comfortable discussing their experience
Make sure that your policies are up to date and address menopause. You may wish to implement a standalone policy on menopause, outlining support services available and signposting adjustments such as flexible working
Ensure that managers are confident when dealing with queries in relation to menopause
Offer regular reminders in relation to the available support, which may range from informal conversations to implementing reasonable adjustments
Consider whether reasonable adjustments might assist an employee. A study has found that 67% of women feel that organisations moving to support working from home will make dealing with menopause symptoms easier. Employers should also consider the physical environment of the workplace, for example, the use of fans to provide a cooler area if required
Be conscious where an employee is having performance or attendance issues, and menopausal symptoms may be a factor. If this occurs, consider an informal welfare meeting to discuss the employee’s wellbeing, and make appropriate referrals to occupational health where necessary
Celebrate Menopause Awareness Month (every October) and World Menopause Day (18 October)!

For further information, please visit the EHRC guidance which was published in February 2024 at the following link: https://www.equalityhumanrights.com/guidance/menopauseworkplace-guidance-employers