Menopause and work (updated April 2024)
The Equality and Human Rights Commission produced a comprehensive Guide to Menopause in the Workplace, in February 2024, which you can read here.
There is now a lot of guidance for Employers about how to compassionately deal with women going through the menopause, their symptoms, and how this can affect them at work. Examples include:
The TUC have advice on the menopause, which you can see here. As do Acas, which you can see here.
Global HR Lawyers lus Laboris have a guide for Employers about the menopause and the workplace.
It starts:
Women over the age of 50 are the fastest growing group in the workforce. As more employees go through the menopause during their working lives, employers need to be aware of the impact in the workplace. This article explains the practical and legal issues associated with the menopause and offers guidance on what employers can do to ensure they are managing this issue sensitively
The guide looks at the practical and legal issues involved (potentially sex, age and disability discrimination), health and safety and what Employers can do.
Their suggestions for what Employers can do in regard to menopause and work, are grouped into the following areas:
- Training
- Positive messaging and information
- Multiple channels for support
- Clear sickness procedures
- Flexibility
- Menopause policy.
In regards to Health and Safety they advise:
Health and safety
Risk assessments should consider the specific needs of menopausal workers and ensure the working environment will not make their symptoms worse. Issues that need consideration include temperature and ventilation. The assessments should also address welfare issues, such as toilet facilities and access to cold drinking water.
