Introduction
The impact of menopause can have a significant effect on an employee’s ability to perform their day to day duties.
Employers should therefore be mindful of this, and consider putting in place relevant policies, menopause training and processes supporting employees through what can be difficult times for many people.
What is Menopause
Menopause is the time during a person’s life when menstruation periods permanently stop. It is defined as occurring when there have been no periods for 12 consecutive months and no other biological or physiological cause can be identified. This can cause a chain reaction of physical and psychological side effects to a woman’s body, some of which can last for a number of years.
Changing hormone levels can cause issues months or even years before the menopause; this is known as the perimenopause.
The symptoms of menopause
Not all employees will suffer from symptoms but for others, they may be severe. Employers need to be aware of the issues surrounding menopause and ensure they act in an understanding and supportive way.
The physical and physiological symptoms vary but may include:
- anxiety and depression
- memory loss or brain fog
- difficulty concentrating
- random hot flushes
- sleep deprivation leading to tiredness and exhaustion
- headaches
- mood changes
- joint stiffness, aches and pains
- palpitations
- loss of confidence
The Menopause at Work
- Lack of support can lead to reduced productivity, high turnover, increased absence, low organic promotion opportunities and bigger disparity in gender pay gap reporting; all of which can be detrimental to organisational success.
- High turnover further leads to higher recruitment costs and a lack of mentor or role model figures for newer employees. Similarly, lack of diversity in the workplace (including women in power positions) can put job applicants off and lead to existing staff looking for external opportunities.
The Equality Act 2010 – Is it a disability?
Menopause is not automatically classed as a disability under the Equality Act 2010. But it has the potential to be one if it meets the required tests: it has a substantial, long-term adverse effect on a person’s ability to carry out day-day activities. When considering this, employers should assess the following.
- Has it lasted or is expected to last for 12 months?
- Does it impact what a person does on a daily basis, including walking, talking, lifting, moving, eating, showering, sleeping, etc?
- Recent Occupational Health (OH) reports have advised that some people with menopausal symptoms meet the definition of having a disability, but this will depend on the employee’s individual circumstances.
Support Measures in the Workplace
Businesses should pro-actively consider ways to support employees who are going through the menopause.
Six key measures:
- Simple, practical adjustments: A working space close to fans, air-con, windows, and away from heaters; comfortable uniforms with breathable fabrics; easy access to toilets and washing facilities; and longer or more frequent rest breaks.
- Policies: Specific policies that recognise the impact of menopause and amendments to absence management policies, so staff aren’t penalised for menopause-related absences.
- Flexibility: Offering flexible working arrangements to amend days/hours and place of work.
- Education: A greater understanding of the menopause and its impact in the workplace, menopause-specific training for managers.
- Cultural change: Create a working environment which is safe and open to discuss menopause with managers and colleagues and removes associated stigma and taboo.
- Support Networks: Ensure employees feel supported in the workplace and know how to access support. Introducing a Menopause Champion can be a great way to facilitate this.
What are the Government’s plans to support menopause in the workplace?
As part of the Employment Rights Bill, published on 10 October 2024, the proposed reforms in the Bill to require large employers to create action plans on supporting employees through the menopause
This is not included in the Employment Rights Bill but the Government has said that this will be progressed by non-legislative means.
To conclude
The menopause has the potential to be considered as a disability. Please ensure you have a full understanding of this health condition and are fully prepared for the forth coming changes within this area of employment law. At Ethical HR Solutions, we can support you with our menopause specific training session.
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