MANAGING MENOPAUSE- PRACTICAL TIPS

The Employment Rights Bill 2024 has dominated headlines for a number of months now since its inception but a lesser-discussed yet increasingly significant aspect of employment law is managing and supporting employees experiencing menopause in the workplace.

Guidance issued by the Equality and Human Rights Commission (EHRC), recent case law and ever-increasing Employment Tribunal decisions have seen the growing emergence of employers’ obligations to manage menopause-related issues appropriately.

It is important to be conscious of our obligations under the Equality Act 2010 (EqA) but also, to consider proactive measures which can boost morale along with fostering a culture of support and inclusivity.

A disability is defined as a condition which, has a long-term substantial adverse effect on someone’s ability to carry out normal day-to-day activities.  Depending on the way it impacts an individual the menopause may be caught by this definition.

The EHRC’s 2024 guidance places an emphasis on avoiding discrimination and fostering an inclusive environment including addressing menopause-related absences or performance issues sensitively.

Practical Tips

Develop a Menopause Policy

Putting in place a specific policy or including reference to menopause in existing policies helps  outline how employees can raise concerns, access support and request adjustments.  By doing so, employers can take proactive steps to help manage and support those experiencing menopause-related symptoms and issues.

Train Managers

Providing managers with adequate training can help them to handle discussions related to the menopause (and any other condition for that matter) sensitively and appropriately.  Training should establish the importance of reasonable adjustments and the risks of discrimination.

Foster an Open Culture

Hosting company-wide training events on the menopause, increasing awareness campaigns and providing a forum for employee resource groups can help to normalise discussions around the menopause and reduce stigma.  This can empower employees to speak up about their experiences and enable them to feel supported when raising concerns.

Offer Reasonable Adjustments

Consider what adjustments might look like. These could be things like providing quiet spaces to work, allowing for greater access to flexible working (where possible/ appropriate), providing desk fans, giving more time to carry out tasks or adjusting performance targets.

Monitor Legal Developments

As an employer, it is important to keep up to date with case law and guidance publish by EHRC.  This area of law is evolving constantly so it is critical to ensure that you are keeping up with the best practices.