It is important to acknowledge that menopause can indeed have a significant impact on a woman’s working life, personal and work.
Menopause happens to every single women at a certain age. Some women can experience menopause as early as in their 20’s and others as late as in their 60’s. Before menopause, there is perimenopause. Perimenopause begins several years before menopause, sometimes up to 10 years before and women will suffer similar symptoms of the menopause which can affect their work, such as brain fog, hot flashes, mood swings, depression etc
The statistics highlight the challenges that many women face in managing their symptoms while trying to fulfil their work responsibilities. It is concerning that a significant percentage of women feel that their menopausal symptoms negatively affect their work performance and that some may feel uncomfortable disclosing the real reason for taking time off due to these symptoms to their employer.
Employers play an important role in creating a supportive an inclusive work environment where women feel comfortable discussing their symptoms and seeking necessary adjustments to their work. Open communication, education, and awareness about menopause can help break down barriers or stigmas around menopause. It is essential for organisations to prioritise the well-being of their employees and implement HR policies and practices that promote a positive and understanding approach towards menopause in the workplace.
It’s also important for women experiencing menopausal symptoms to speak openly with their employer. Women should discuss their needs to be confident to request any reasonable adjustments to their well-being. This may include:
- flexible working arrangements
- changes in uniform
- access to cooling devices
- work from home
- regular breaks
- change to working hours
- utilising technology to help with memory/concentration
- seeking support from occupational health services
From 6th April 2024, employees have the right to make a flexible working application for changes to their working pattern from day one of employment. There is no longer a requirement to have 26 weeks continuous service.
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The Equality and Human Rights Commission (EHRC) has issued guidance to organisations to clarify their legal obligations
What does this guidance mean for employers?
This guidance outlines employers’ legal obligations under the Equality Act 2010. Research indicates that 1 in 10 women who have worked during menopause have left their jobs due to symptoms they have experienced and feeling unsupported by their employer. Two-thirds of working women between the ages of 40 and 60 with experience of menopausal symptoms said they have experienced a negative impact on their work. However, very few workers request workplace adjustments during this time, often due to the concern about colleagues or the employers reaction. However, menopause awareness is most likely to improve this issue.
The key points from the EHRC’s guidance:
If menopause symptoms have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities, they may be considered a disability under the Equality Act 2010. This means that employers are legally obligated to make reasonable adjustments and not discriminate against the worker.
Workers experiencing menopause symptoms may also be protected ‘from less favourable treatment’ related to their menopause symptoms based on age and sex.
The EHRC guidance provides practical advice for employers on making reasonable adjustments and fostering positive conversations about menopause in the workplace. Adjustments could be as stated previously in this article.
The goal is to ensure that every woman experiencing menopause is treated fairly and can work in a supportive and safe environment.
Implementing an HR policy which supports women in the workplace is a quick-win and we can help you with that, please get in contact: Enquiry Form – Sustainable & Ethical HR Consultancy – Specialised HR.