"One in 10 women leave their jobs due to menopause symptoms"- here’s how we can change the narrative

New research shows that one in 10 women has had to quit their jobs due to menopause symptoms. But it doesn't have to be this way. With the proper support, women can thrive at work during this stage of life. As an employer, you must provide tailored support for your employees. Let's explore practical ways that you can help your staff through the menopause.

Background

The NHS defines menopause as the time “when periods stop due to lower hormone levels”. It typically impacts individuals aged 45-55 but can occur earlier. There are different stages of the menopause, beginning with perimenopause, when symptoms are present, but periods continue. Symptoms vary in severity and can include:

• anxiety
• mood swings
• brain fog
• hot flushes, and
• irregular periods.

These symptoms can begin years before periods cease and continue afterwards. There are various ways to effectively manage these symptoms, including techniques that can be implemented in the workplace to support employees. Let's look at how you can create a work environment that nurtures and cares for your employees.

CIPD research has found that nearly two-thirds of working women aged between 40–60 had experienced a negative impact of their menopausal symptoms at work. Of those affected:

• 79% said they were less able to concentrate
• 68% said they experienced more stress
• nearly half (49%) said they felt less patient with clients and colleagues
• 46% felt less physically able to carry out work tasks
• over half (53%) reported having time off work due to their symptoms.

Therefore, supporting employees going through the menopause in the workplace is an important part of employee wellbeing and something every employer can do.

Menopause and the law

Menopause symptoms can be considered a "disability" under the Equality Act 2010 if they have a significant and long-term impact on an individual's daily activities. Menopausal individuals are also protected under sex and/or age characteristics. Employers must make reasonable adjustments to support employees struggling with menopausal symptoms. In Lynskey v Direct Line Insurance Services, the failure to make such adjustments resulted in a successful disability discrimination complaint.

However, support shouldn't wait until symptoms reach this threshold. It should be offered to menopausal individuals regardless of disability status.

Making workplace adjustments

The Equality and Human Rights Commission (EHRC) has released a must-read guide for employers, "Menopause in the Workplace: Guidance for Employers," outlining legal responsibilities toward employees experiencing menopausal symptoms. This guidance provides advice to employers considering reasonable adjustments. This practical advice includes:

? Taking into account the effect of the physical surroundings, including temperature.

? Providing quiet areas and rest areas equipped with fans or other means of cooling down.

? Revisiting uniform policies to include more comfortable clothing options.

? Discussing with your employees about adjusting their shift patterns to help ease their symptoms. This might involve starting later or working different hours to ensure they get enough rest.?

? Allowing flexible work arrangements, such as working from home where feasible, provided their home environment is suitable.

? Regularly reviewing the measures implemented, having open and frequent discussions with your employees, and adapting adjustments as needed.

Following these recommendations, you are able to fulfil your legal duties and enhance employee satisfaction and retention. This may also reduce the likelihood of individuals leaving their jobs due to these symptoms.

Treating employees going through the menopause with dignity and respect

Supporting employees experiencing the menopause is a crucial aspect of workplace care and neglecting it can be a costly mistake. Anderson (or Farquharson) v Thistle Marine is a powerful reminder of the consequences of mishandling menopause-related issues. In this case, an employee faced discriminatory treatment due to her menopause symptoms, leading to a claim of sex discrimination.

During a snowstorm, the employee chose to work from home due to heavy menopausal bleeding. Upon returning to the office, a company director made insensitive remarks and questioned the number of days off she had taken, which created a hostile work environment. This behaviour forced the employee to submit a grievance, which received no response. Additionally, the employee's remote access was abruptly terminated without any explanation, resulting in her resignation.

Consequently, the employee successfully claimed constructive unfair dismissal and sex discrimination harassment, winning ￡37,000 in compensation for the treatment that violated her dignity. This case emphasises the vital need to instil a culture of respect and understanding in handling employees with menopause symptoms throughout the workforce, from senior management to the most junior employees.

Directors must lead by example, setting the tone for a workplace where all employees feel valued and respected. This case underlines the importance of fostering a culture that prioritises the wellbeing and inclusivity of all employees, ensuring a workplace environment where everyone is treated with empathy and respect.

Takeaway

Although the law doesn't specifically protect employees experiencing the menopause, it contains provisions that support these individuals, and you need to acknowledge and comply with these.

Beyond meeting the legal requirements, you must ensure that your employees navigating the menopause are not only supported but also empowered to thrive in the workplace. To achieve this, you must provide the necessary support as soon as possible. This goes beyond merely making environmental adjustments in the physical workspace; it involves cultivating a positive culture that embraces the valuable contributions that employees going through the menopause do and can continue to provide. Such a culture should be free from discrimination, allowing these individuals to continue making meaningful contributions and performing at their best.

Would you like some help?

Discover the keys to creating an inclusive workplace and learn how to make the necessary adjustments to support your employees going through the menopause. Start prioritising inclusivity and ensuring that you provide reasonable adjustments to support your employees where necessary.

Why not start with a?menopause policy,?which you can download now for free? It’s provided as a WORD document so you can amend it to fit your business. Download the policy template below:

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