Health & Wellbeing

Supporting menopausal workers

is a win-win

The menopause affects all women at some point in their lives.

According to NHS figures, women in the UK typically reach the menopause, at around 51 years of age. The severity of symptoms and the length of time they last can vary from person to person.

Healthcare group, Bupa points out that 3.5 million of the UK’s female workforce are

aged 50 or over.

Menopausal women are also the fastest growing demographic in the workplace. If companies have for too long failed to listen or support these employees, they can no longer do so.

Common symptoms of the menopause include loss of confidence, poor memory, difficulty sleeping and fatigue. All these factors can negatively affect work performance.

The menopause is not in itself classed as a disability and there are currently no direct menopause discrimination laws protecting workers in the UK.

Although it’s not directly a disability, the Employment Tribunal has acknowledged that symptoms of the menopause can amount to a disability, and a claim for discrimination may succeed on a case-bycase basis. The perceived lack of clarity here has inevitably come in for criticism.

There have been calls from many quarters for clearer definition regarding menopause in the workplace and employers’ responsibilities.

The Women and Equalities committee set up an inquiry into menopause in the workplace and the extent to which women with menopausal symptoms suffer discrimination at work. The committee’s report was published at the end of July 2022 and the Government’s response is expected soon. This could potentially lead to changes to the Equality Act 2010.

Even if there are no specific legislation changes related to menopause in the workplace, employers should make sure they have steps, procedures and support in place to help staff affected.

❛❛Rather than seeing support as an unwelcome obligation, employers are being encouraged to identify the tangible benefits provided to both employer and employee.❜❜

Supportive employers

Having regular conversations with staff and listening to their concerns might help resolve issues early on. This could mean an employee avoiding long, unwanted absences, not feeling isolated and encouraged by a support network in place.

A proactive approach could also prevent any potential legal action, demonstrating that the employer has not been negligent in any way.

Rather than seeing support as an unwelcome obligation, employers are being encouraged to identify the tangible benefits provided to both employer and employee. Notably, retaining high quality staff central to the success of the operation.

A 2019 survey conducted by the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women- usually aged between 45 and 55- were negatively affected at work and that almost 900,000 women in the U.K. left their jobs over an undefined period of time because of menopausal symptoms.

The implication here is that women are leaving businesses at the peak of their experience which will inevitably impact productivity.

Women in this age group are likely to be eligible for senior management roles, and so their exit can lessen diversity at executive levels. It can also contribute to the gender pay-gap and feed into a disparity in pensions. There is clearly good reason for companies to act positively.