Employers need to do more to raise awareness of the menopause, provide support for staff experiencing it and consider a specific policy to cover the issue.
That’s the message for World Menopause Day tomorrow from Cumbrian employment solicitors Baines Wilson.
The menopause is a natural part of ageing which affects women. However, it can also affect transgender males and it occurs between the ages of around 45 to 55.
There are various symptoms associated with the menopause, including hot flushes, night sweats, palpitations, problems with memory, concentration and low mood or anxiety. For some women, these can be mild; however, in other cases, they can be extreme and often debilitating.
Menopausal women are the fastest growing demographic in the workforce. It is understood that about eight out of 10 of menopausal women are in work, with approximately 88 per cent of those in work stating that they have felt that it has had an impact on working life.
It is therefore important for both employers and employees to gain a clear understanding of what the menopause is and how it can affect those who are suffering from it, say Baines Wilson in a briefing they have provided for Cumbrian businesses.
Employers should take steps to raise awareness among all staff to improve knowledge and understanding on the topic. This could be as simple as putting up posters in communal areas, outlining briefly what the menopause is, when it occurs and the effect it can have.
In addition, employers should encourage those who require any workplace adjustments to manage their symptoms to request these from the appropriate individual within the company, ensuring that each request is dealt with sensitively.
Joanne Holborn, partner and head of employment and employment training at Baines Wilson, said: “There has recently been a sharp rise in cases being brought to the Employment Tribunal which have referenced the menopause. Raising awareness on the topic could assist employers in avoiding potential claims that could be brought to the Employment Tribunal.
“While there is no distinct protection within the current framework of the Equality Act 2010, potential claims in the Employment Tribunal could include age, disability or sex discrimination, or a combination of all three.”
To minimise the risk of claims, it would be advisable for employers to provide training to all managers and staff on equality and diversity and include information on the menopause, ensuring that all employees understand how the menopause can affect an individual and what support and changes might be appropriate. Additionally, employers should review the policies they currently have in place to ensure that they cater for those experiencing menopausal symptoms and also consider implementing a menopause policy.
