What employers should know
Awareness and understanding of the menopause in general society is improving all the time, but are employers really up to speed on how this could be affecting their team members and what they could be doing to support them?
Employment tribunals relating to menopause have risen significantly over the last two years, and with proposals on the table for larger employers to create menopause action plans as part of the Employment Rights Bill (ERB), this is a subject employers need to get their heads around now.
How menopause fits into current employment law
Even though menopause isn’t a named protected characteristic under the Equality Act 2010, cases recorded about menopause so far have covered disability, sex and age discrimination. In addition, claims have been brought for constructive dismissal and unfair dismissal – which if made a day one right as proposed in the ERB could lead to a further rise in these claims.
The legal definition of disability under the Equality Act 2010 includes both physical and mental impairments, which is an important definition when it comes to menopause.
There are still many employers who mistakenly believe that legal protections are only for physical disabilities and this gap in their knowledge could land them in a legal minefield in the future.
The Employment Rights Bill menopause action plan
In their original election campaign the Labour Government announced they wanted to improve rights for women in the workplace. This included a proposal within the ERB for employers with more than 250 staff to create action plans to support employees going through the menopause.
Although no legislation has been announced yet, an update is expected soon along with more specific guidance from the government on measures like flexible working, leave, uniform and temperature for those going through the menopause. It makes sense to get one step ahead of the changes if you are a larger organisation.
Why menopause symptoms can affect performance at work
There are more than 30 symptoms associated with menopause, including physical symptoms like hot flushes, sleep disturbance, fatigue, joint pain and headaches. All of these can impair an employee’s ability to be productive and can have a detrimental impact on their workplace relationships.
Some of the other symptoms like stress, anxiety, brain fog, memory lapses and difficulty concentrating can also impact an employee’s performance. It’s important that employers have awareness of menopause symptoms and encourage affected employees to discuss those symptoms and any support that may help to alleviate them.
The loss of women from employment due to menopause
Sadly as a direct result of the lack of understanding around menopausal symptoms, many talented women end up stepping away from their careers permanently, at a time when they may be at the peak of their profession.
This may also happen without the employer ever knowing that menopause was the reason for their resignation, highlighting the need for better education on the subject to enable employers and employees to spot the signs and take action.
There is also still a stigma attached to talking about menopause in the workplace. Women who work in male-dominated environments or have a male manager may feel uncomfortable about discussing their menopause issues with them and therefore choose not to do it at all.
In some cases lack of knowledge by the women themselves is an issue, leaving them blindsided when symptoms occur, as they haven’t connected what’s happening to them as menopause, or they believe they are too young for symptoms to occur.
With more open dialogue on the subject between everyone in the workplace, these aspects of the problem could be improved for all.
Individuals and employers have a responsibility when it comes to menopause
Employers have a legal responsibility to treat all employees equally and create an inclusive environment where everyone can thrive. Unfortunately historical perceptions of how menopause affects women and at what age this happens can create unfair bias in the workplace. This bias is a barrier to women speaking up, creating fear that colleagues might view them in a negative light or think them unprofessional.
The menopause is complex and can present a different set of symptoms in each individual, so having an open mind and a broader awareness of all aspects of menopause enables employers to offer more tailored support.
Employees also have a responsibility to take steps to find support and treatment such as visiting their GP for advice. It’s important that employees are honest with their employer if menopausal symptoms are affecting their ability to work in the way they did before. Speaking up enables them to get support before the situation deteriorates and also paves the way for other women in the organisation to speak up too.
What can employers do now to be better prepared for menopause?
Choosing to support those going through menopause has many benefits for the employer. It can help maintain productivity and performance and ensure valuable members of staff are retained in the longer term.
There are plenty of practical steps employers can take to create a more menopause-friendly workplace:
– Encourage open dialogue and create safe spaces for discussions.
– Education and training for managers on how to help team members.
– Internal awareness campaigns via special events or internal newsletters.
– Communicating what support is available and how to access it.
– Providing flexible working options.
– Creating a specific menopause policy to ensure a consistent approach.
– Partnering with external support organisations to provide useful resources.
– Allowing reasonable adjustments like quiet areas and temperature control.
Educating the wider workforce on menopause can also help to foster a more inclusive and supportive environment where menopause is no longer a taboo subject.
How to talk about the menopause
Making it easier for employees to talk to their employer about menopause is the first step to creating real change in the workplace. Menopause can impact people’s confidence making the thought of opening up on the subject even more daunting.
Talking about health conditions with your employer is very personal and should always be treated with sensitivity. If an employee tells a manager that their menopausal symptoms are causing them problems at work, this information should be held in confidence and not shared with other management unless consent is obtained. Fear of judgement from others is already a barrier to these conversations so respecting their privacy is essential.
Educating all managers on the menopause will make these conversations much easier, especially for those who haven’t been exposed to menopausal symptoms themselves (like younger females and men) who may lack understanding as a result.
Ensuring there are different options available for these chats is also important, if a manager is male the employee may prefer speaking to a female manager instead. Providing a safe and confidential space for these conversations also matters, so employees should be given the option to have these chats in a private area, not in the middle of a shared office.
Why employers should act now
Ignoring the menopause until legislation forces otherwise could not only cost employers the key female members of their team, but also potentially land them in a sticky legal claim situation costing the organisation money and jeopardising reputation.
It’s important to remember that menopause happens to all women and should be viewed as a natural life stage, not a professional limitation. Not all will experience the full range of symptoms, but most will experience some – so choosing to support the female members of your team during this stage of life is the right thing to do to promote a healthy and productive work environment.
If your organisation is looking for support with menopause policy or training, click here to book a free (no-strings) 30-minute consultation call to find out exactly how our team could help.