Equality & Human Rights Commission's Employers' Guidance for Menopause

The Guidance is designed to help employers understand their legal obligations in relation to supporting workers experiencing menopausal symptoms.

It references research from the CIPD citing 79% people less able to concentrate at work and the Fawcett Society’s research citing 1 in 10 women have left their jobs.

Our own survey data supports this research. 70% of people in our survey stated they have moderate to no confidence in raising menopause at work due to the taboo, stigma and embarrassment that surrounds it, whilst 81% state it impacts on performance.

We know it is essential for employers to recognise the impact of menopause in their workplaces. 

Every workplace is different and so just as in menopause itself there will not be a case of one size fits all. It is incumbent on employers to educate their workforces, provide resources, tools, and a safe and inclusive environment where people have confidence to raise their hands and ask for help if they need it.

But what happens when that help and support is not there?

This new guidance is very clear.   Under the Equality Act 2010 workers are protected from discrimination, harassment, and victimisation on the basis of disability, sex and age. If menopause symptoms amount to a disability an employer will be under a legal obligation to make reasonable adjustments and to not discriminate against the worker.

Although menopause does fulfill the criteria for disability It is important to acknowledge many menopausal people do not see themselves as having a disability and would not want to be labelled as such.

Far better that workplaces pro-actively provide the right help, guidance and cultural changes that will support menopausal employees before any discrimination claims are instigated.

In conclusion the legislation is not new, but the guidance is. It raises the stakes, increases the debate and hopefully brings some positive narrative to menopause conversations in the workplace.

We still have a way to go in ensuring workplace culture supports menopause but every employee who gets that individual help and support is a step further to menopause workplace equality.