Introduction
Many women face significant challenges in the workplace due to menopausal symptoms, with some even feeling forced to leave their roles as a result. This can have a profound impact not only on their wellbeing but also on workplace diversity and retention.
On 21st February 2024, the Equality and Human Rights Commission (EHRC) introduced updated guidance on managing menopause in the workplace. This guidance outlines employers’ legal duties under the Equality Act 2010, requiring them to make reasonable adjustments for employees experiencing menopause and to prevent any discriminatory practices. Furthermore, workers facing menopause-related symptoms may be protected against unfair treatment due to age or sex, reinforcing the importance of creating a fair and supportive work environment for all.
Why It’s Important
Menopause can be a challenging and stressful time for those experiencing its symptoms, and it’s important for employers to approach the situation with sensitivity. To keep employees feeling confident and motivated, employers need to understand that menopause can affect staff at any time.
Menopausal symptoms can lead to a variety of challenges, including:
- A loss of confidence
- Frequent mood swings
- Increased mental health issues, such as stress, anxiety, and depression
- Difficulty sleeping
- Struggles with brain fog
- The need to take time off work
- Feeling compelled to leave their job altogether
By being aware of these potential impacts, employers can better support their staff through this difficult transition.
What Should Employers Be Doing?
How confident do you think a member of your team would feel discussing menopause with you? According to research by Bupa, nearly a million women have left their jobs due to the impact of menopausal symptoms. So, what steps can employers take to address this issue?
By implementing a few straightforward changes, you can significantly improve support for employees experiencing menopause. Here are some practical steps that you can take:
Review sickness and flexible working policies to factor in menopause – Menopausal symptoms can vary widely, with some women facing physical and emotional effects. Employers should ensure their sickness policies allow for flexibility, including options for both short-term leave and longer-term adjustments.
Educate and train staff on the impact of menopause – Raising awareness and providing education about menopause across all levels of an organisation is essential. Training for managers and staff should cover the physical symptoms, but also the emotional and psychological effects. This creates a more supportive work environment which reduces the discomfort or misunderstanding around the topic.
Create environments where staff are encouraged to speak openly about their experiences – Employers should foster a workplace where talking about menopause is normalised. This can be done by setting up support groups, offering confidential counselling services, or encouraging informal discussions where employees feel comfortable sharing their experiences. The aim is to remove any stigma or fear of judgement.
Make the workplace environment inclusive and comfortable – Workplace environments should be adapted to cater to employees experiencing menopause. Simple changes, such as ensuring easy access to cool drinking water, providing sufficient toilet facilities, and offering well-ventilated rooms, can make a significant difference.
Improve access to flexible working – Menopausal symptoms, such as fatigue and insomnia, can make rigid work schedules difficult to maintain. Employers should offer greater flexibility around working hours to help employees manage their symptoms. Options such as reducing hours, providing the opportunity to work from home, or eliminating night shifts where possible can greatly ease the burden on those affected.
Provide health services to employees – Offering access to health services can be incredibly beneficial. Employees may need guidance in managing their symptoms, so having resources available can reduce the pressure on them.
Conduct menopause-sensitive risk assessments – Health and safety risk assessments should be updated to reflect the needs of employees going through menopause. Employers should consider factors such as temperature control, seating comfort, workload adjustments, and the ability to take breaks. Once these assessments are completed, the recommendations should be implemented to ensure that the workplace is supportive and inclusive.
Do not tolerate sexist and ageist behaviours – Discrimination in the form of sexist or ageist remarks or behaviour should be dealt with rapidly and effectively. It is crucial for employers to foster a culture where discrimination is not tolerated, as it can create a hostile environment for those going through menopause. Zero-tolerance policies, with clear procedures for reporting and addressing inappropriate behaviour, will help maintain a respectful and supportive workplace.
By taking these actions, employers show a genuine commitment to fostering a more inclusive, empathetic, and supportive environment for employees going through menopause.
Conclusion
Addressing menopause in the workplace is not only a legal obligation, but is also a vital step toward fostering an inclusive and supportive environment for all employees. By making practical adjustments, employers can reduce the impacts of menopausal symptoms on their staff. This proactive approach enhances employee well-being and also strengthens retention and productivity.
Supporting employees benefits the entire organisation as it creates a more inclusive, compassionate workplace where everyone can thrive. Employers who take this seriously are not only fulfilling their legal responsibilities but are also demonstrating a genuine commitment to their employees, ensuring they remain engaged and valued at every stage of their careers.
Finally, it is important to note that The Employment Rights Bill, published on 10th October 2024, provides the Labour government’s further proposed changes with regard to menopause in the workplace. Employers with more than 250 employees will have to develop and publish equality action plans, known as “Menopause Action Plans”, showing the steps taken to support employees going through menopause. We are also likely to see separate guidance being published for employers to assist them in dealing with issues experienced by those going through menopause and advise on how employers can support employees in those circumstances.