Employment law expert Anna Dabek from Anthony Collins, a leading social purpose law firm, shares her thoughts on how a menopause-inclusive workplace is good for everyone – employers and employees included.
In the UK, more than 80% of women aged 45-55 are in employment. This makes menopausal women the fastest-growing demographic in the UK workplace. To lose this huge chunk of the workforce simply through lack of support or adjustments is to throw away the many years of experience these employees can offer. For sectors that are female-dominated such as health and social care and education retaining this workforce for as long as possible is essential, especially where recruitment and training of new staff remains a challenge.
For most women, perimenopause (when oestrogen levels start to change and menopause symptoms begin) starts in their 40s. This stage ends “officially” with the menopause a year after a woman’s periods end. The average age women hit menopause in the UK is 51 – that’s a sizable percentage of any workforce managing a huge range of symptoms while also working.
Despite efforts to break down barriers around menopause, 29% of women reported a loss of confidence at work when experiencing both peri- and menopause symptoms. 10% of women even quit work due to menopause symptoms.
The Law and Menopause: Is it helping?
More women are citing menopause as a reason for claims of discrimination or unfair dismissal at the tribunal. The number of cases which did so increased by 44% in 2021. More work is needed to help women who are suffering from symptoms feel they can remain in work while also being understood and encouraged.
Menopause is not a protected characteristic under the Equality Act 2010. That said, over the last couple of years, women have brought successful claims for sex and age discrimination following the unacceptable responses of their employers to their menopause symptoms and its impact on their work. In one notable case, an employer told a claimant to “calm down, don’t let the hormones get out of control.
More recently in August 2023, an ex-employee of Direct Line was awarded £64,645 in damages after her employer failed to make reasonable adjustments for her menopausal symptoms which met the definition of a disability. Case law is certainly reflecting a move towards recognising the need to protect women in the workplace from discrimination when experiencing menopause.
What can employers do?
Inclusivity is about ensuring staff feel included and able to thrive and succeed. Menopause inclusivity is no different; how do you ensure that women with menopause symptoms feel they are valued at work and understood?
Implementing training across the entire workplace is a positive step toward helping everyone start from the same point of education. Training allows employers to get everyone on the same page when it comes to understanding basics like what menopause is, common symptoms, and how to help a colleague who might be struggling.
Partnering with organisations like Henpicked: The Menopause Friendly Association, or Bloody Good Employers who can provide external training and additional resources may benefit companies without an in-house HR team, or those who want to pursue the Menopause Friendly Accreditation. Adding a menopause workplace policy sets out expectations, helping employees understand how to broach conversations with management.
Practical Steps
Given the many and varied symptoms of menopause, there are a plethora of adjustments that could be made. Some examples might include:
Access to temperature controls – an air-conditioned office, desk fans, or a window. A quiet and/or darkened space to help manage symptoms in private.Provision of menstrual products and appropriate hygiene facilities (i.e. enclosed bathroom stalls with sink and toilet, or access to showers and changing areas).Change in role or responsibilities to allow them to better manage their symptoms (i.e. a switch away from a customer-facing role, or reduction in physical duties). Allowance of flexible working hours to manage symptoms at home (either a working from home policy or the ability to leave early/start late to help manage).
Such is the nature of menopause symptoms that different employees are going to need different adjustments. Having an inclusive environment which demonstrates an organisation’s willingness to do what it can to alleviate stress and symptoms will make conversations that much easier.
For employers who provide support and menopause-friendly workplaces, employees who directly benefit will be happier and more productive. An organisation which recognises the value of its employees no matter their age, stage of life, gender or disability is an attractive one in the marketplace.
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