In short, yes! New guidance on menopause in the workplace, setting out employer’s legal obligations under the Equality Act 2010, was issued in February by the Equality and Human Rights Commission (EHRC).
Many women report experiencing negative impacts of menopausal symptoms in the workplace, with some even feeling compelled to leave their jobs as a result.
Research shows that one in ten women surveyed who have worked during the menopause have left their jobs due to symptoms, while two thirds of working women between the ages of 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work. However, very few workers request workplace adjustments during this time, often citing concerns about potential reactions.
As the number of women experiencing menopause while in employment increases, it is essential that employers know how to support workers experiencing menopause symptoms. Not only does this ensure they meet their legal responsibilities, but also that women in this group are able to continue to contribute to the workplace and benefit from being in work.
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 now be considered a disability. Under the Equality Act 2010, an employer will be under a legal obligation to make reasonable adjustments and to not discriminate against the female worker with menopausal symptoms.
Additionally, workers experiencing menopause symptoms may be protected from less favourable treatment related to their menopause symptoms on the grounds of age and sex.
The Equality and Human Rights Commission is also supporting an alleged case of menopause discrimination, currently awaiting judgment from the employment tribunal in Leicester.
If you want Meraki HR to clarify these legal obligations for you and provide you with practical tips on how to introduce a Menopause Policy or adapt your existing policies and practices to ensure fairness and inclusivity in the workplace, then please do get in touch.
