Menopause is a natural part of a women’s life, but for too long, it’s been something of a workplace taboo. Times and attitudes, though are changing for the better as more organisations recognise the importance of employee wellbeing. Menopause is finally becoming a subject that is spoken about more openly and with a greater level of understanding. But what does that mean for you as an employer?
In this blog, we’ll share some key information and guidance to help your business support employees and make sure that you fulfil your legal obligations.
Why should employers care about menopause?
Menopause typically affects women between the ages of 45 and 55, although symptoms can begin earlier or continue later. With women making up a significant part of the workforce, it’s likely that some of your employees are managing menopausal symptoms right now. According to the NHS, some of the most common symptoms of menopause include low mood, anxiety, problems with memory and concentration, hot flushes, difficulty sleeping, palpitations, and headaches. The impact of any, or a combination, of these symptoms can therefore be profound and can severely affect employees at work.
Ignoring menopause in the workplace can lead to potential risks for an employer including high rates of absenteeism, low productivity, increase in staff turnover, and even potential legal risks in some severe cases. But by managing menopause in the workplace, it improves morale, enhances overall wellbeing, and reduces absence.
What are your legal obligations?
While there isn’t specific menopause legislation, employers have a duty of care to their employees under the Health and Safety at Work Act 1974. Additionally, the Equality Act 2010 protects against discrimination related to age, sex, and disability – all of which could relate to menopause.
The case of Best v Embark On Raw details comments made by the employer towards the complaint relating to the menopause, and in the case of Lynskey v Direct Line Insurance Services Ltd, the employer lost the tribunal as they failed to make reasonable adjustments for the employee’s brain fog brought on by the menopause, and found that the treatment of her was discriminatory. The total compensation awarded in these cases alone was over £85,000.
How to offer menopause support at work
It’s crucial that employees experiencing menopause in the workplace feel supported and employers can take a number of steps to do just that, as we highlight below.
1. Start the conversation
Encouraging open dialogue is the first step. It’s important to normalise conversations around menopause by integrating it into wellbeing initiatives and employee communications. This can reduce stigma and make employees feel comfortable when it comes to seeking support.
2. Develop a menopause policy
Employers should consider implementing a clear menopause policy outlining the support available to affected employees. This could include offering flexible working options, allowing access to quiet rooms, offering additional breaks when needed, and making adjustments to uniforms or workspace temperature. Employers may also want to consider using focus groups of relevant staff in order to help to create and shape such a policy, so that it meets their actual needs rather than their perceived needs.
3. Educate managers and staff
Training line managers to recognise menopausal symptoms and respond with empathy is essential. This doesn’t mean managers need to become medical experts – just that they understand the basics and can signpost to appropriate support. Training staff, including male colleagues, also reduces the taboo nature of the subject and helps to bring it into day-to-day conversation in an appropriate manner.
4. Offer practical support
Simple adjustments can make a huge difference. For example, you could provide desk fans, allow remote working on particularly challenging days, or offer counselling services or an Employee Assistance Programme (EAP).
The business case for menopause awareness
Addressing menopause isn’t just about compliance – it’s about creating a thriving, inclusive workplace. Research from the Chartered Institute of Personnel and Development (CIPD) shows that women over 50 are the fastest-growing segment of the workforce. By supporting them, you reduce absence, retain experience, reduce recruitment costs, and boost employee engagement.
Creating a menopause-friendly workplace doesn’t have to be complicated or expensive but it will go a long way towards creating a healthier, happier workforce.
Use HRX to help manage menopause in the workplace
HRX can help you to manage staff information on individual employee records. If you have staff experiencing the menopause who have provided medical letters, sicknotes, or other documentation, these can all be uploaded to our HR software, which then provides a comprehensive individual record accessible in just a few clicks.
To find out more about how HRX can help you manage menopause in the workplace, be sure to sign up to a FREE 30 day trial to see how it works for yourself. Alternatively, book a demo today.
