Government Response to Menopause and the Workplace Report

Women and Equalities Committee - Government Response to the Menopause and the Workplace Report

Disappointingly the Government has missed a glaring opportunity to consult on making menopause a protected characteristic under the Equality Act.

 We accept that doing so is not the only way to protect and advance menopause rights in the workplace, but it would send a very clear message of support to those people who are experiencing daily challenges and negate the necessity to fall back on the protected characteristics of sex, age or disability.

We will watch with interest the appointment and actions of the Menopause Employment Champion and will continue to contribute as much as possible to increase increase awareness, education & support for menopause in the workplace across the broad range of organisations we work with.  
Also, menopause medical training has to improve to avoid too much ongoing and unnecessary suffering.

Menopause leave was not identified as a priority because those suffering are keen to remain at work and be understood, listened to and appropriately supported often on an ad-hoc basis depending on their symptoms’ challenges. 

Menopausal employees may need some time away from work or a temporary reduction in hours but this will be on an individual and all too often an ad-hoc basis.

At Talking Menopause we echo the description of workplace support as being via individualised reasonable adjustments, provision for training across all levels and developing an open, supportive culture.