Menopause in the workplace: What should employers be doing?

Coping with menopause at work

Menopause describes the stage of a woman’s life when the menstrual periods stop permanently. Menopause is not a disease or disorder, but a normal part of aging for women.

Symptoms of menopause and perimenopause, the time in which the body makes the transition into menopause, can last years in some cases and can include:

• Anxiety
• Mood swings
• Problems with memory and concentration
• Hot flushes
• Irregular periods
• Difficulty sleeping

These symptoms can impact daily life massively and can make tasks that may have been easy previously, much more difficult. It can be an incredible challenging time for the individual going through the menopause at work and it is therefore important to support co-workers at this time.

Who might be affected by menopause at work?

Anyone who was born into the female sex could experience the menopause, however that does not mean it is limited to those who present as female.

In an ever-evolving, world is it important to understand that individuals who do not identify as female, such as transpeople or non-binary individuals, may still menstruate and as such, should be offered the same support. It is important that this support is offered in a way that is not dismissive of an individual's gender identity.

Sex and gender reassignment are protected characteristics and therefore it is unlawful for a person to be treated less favourably or unfairly based on this.

What support should employers provide for those experiencing menopause?

It is extremely important that employers are supportive and understanding when employees are experiencing menopausal symptoms. Managers should ensure they are having regular catch ups and conversations about the individual's wellbeing. An open line of communication creates a safe environment to discuss needs such as flexibility.

Flexibility at work is important when supporting co-workers who are experiencing symptoms of the menopause. According to NHS inform, menopausal women are the fastest-growing demographic in the workforce and having flexible options available is a vital part of menopause support at work. It is also important that these options are communicated in a way that reflects the sensitive nature or menopause.

Sensitivity training and the education of managers on the subject of menopause is vital. Managers should be able to confidently speak to what support is available for those who need menopause support at work. They should also be knowledgeable of the symptoms of menopause what have a sympathetic tone when discussing the topic.

What can you do if you haven't been given support for menopause in the workplace?

While the menopause is not classed as a disability, the Equality Act 2010 defines a disability as a “physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.” Some, or several combined, symptoms of the menopause may fall under this definition.

Due to this, it becomes a protected characteristic, and you cannot be discriminated against because of it. You may be able to bring several claims to the Employment Tribunal (ET) on menopause-related disputes. These include unfair dismissal and/or discrimination based on sex, age, or disability.

By seeking legal advice with us, we can offer insight into the type of claim, or claims, that you could bring against your employer based on your specific circumstances.

Call us on 0330 041 5869 or contact us online.