Picture this...

This may seem a clear-cut case upon initial examination but as with most cases, once we begin to dig deeper there can be other factors or causes for employees' behaviour and it is good to ensure we know the full picture.

Set the scene...

Lucy has been working for her company for years, earning the respect of her colleagues and managers. But as time went on, something changed.

She struggled to focus, missing key details in meetings. Her confidence started to slip. Tasks that once felt easy now took twice as long.

What happened next?

Lucy’s manager noticed the drop in performance but instead of asking Lucy if there was something wrong, they followed company policy: a performance review, a warning, then dismissal.

What was the result?

The reality was that Lucy wasn’t underperforming because she had stopped caring or lost her abilities. She was experiencing menopause – something neither she nor her employer had ever been trained to discuss.

What was the consequences?

Lucy’s case ended up in an employment tribunal. The ruling was that her employer failed to consider how menopause affected her performance. She won her case.

The company faced not only legal costs but also reputational damage and the loss of an experienced employee they could have supported instead.

What was the consequences?

We understand this can be a difficult and sensitive topic and we are here to help and ensure that you get things right and avoid a scenario such as the above. Do get in touch with Lynn for more information [email protected]