The Business Owner’s Guide to Menopause in the Workplace

Managing menopause symptoms at work can be particularly challenging, impacting comfort and performance. Additionally, some individuals may feel uncomfortable discussing their experiences with colleagues or managers. Showing support and making even small adjustments to working patterns or environments can make a significant difference.

Unfortunately, some employers still struggle to address these issues effectively. A recent Employment Tribunal case (Mrs M Lynskey v Direct Line Insurance) highlighted that menopause symptoms could be considered a disability, and failing to make reasonable adjustments might lead to discrimination claims. This can have serious legal implications.

 

Now is the time to take menopause at work seriously…

It is crucial to address menopause in the workplace proactively. Implementing a menopause policy with clear guidelines and promoting it actively is a good starting point. This policy should cover an overview of menopause, reasonable adjustments, support measures, flexible working options, practical guidance for colleagues and managers, and references to both internal and external support resources. Such measures not only fulfil legal obligations but also demonstrate a commitment to an inclusive workplace culture where the menopause is openly discussed and shows you care about your employees.

Research indicates that up to a third of women may experience severe menopausal symptoms, affecting their quality of life, and this can be debilitating. Symptoms can include hot flushes, anxiety, mood swings, headaches, reduced concentration, 'brain fog', and tearfulness. Understanding these symptoms and their impact on a woman’s health is key to providing effective support.

Although menopause itself is not a protected characteristic under the law, symptoms with a long-term and substantial impact on daily activities may qualify as a disability.  A recent ET claims, along with guidance from the Equality and Human Rights Commission (EHRC) in February 2024, clarified that menopause symptoms could qualify as a disability if they have a long-term and substantial impact on a woman’s ability to carry out her normal day-to-day activities.

This would then place an automatic legal duty on an employer to make reasonable adjustments - and not doing so could amount to unlawful disability discrimination.

Ensure that line managers are aware of the rights of menopausal employees under the Equality Act 2010, which protects against discrimination based on age, gender, sex, or disability. Training for senior leaders, line managers, and colleagues is essential to prevent discrimination and manage menopause-related issues appropriately. As a business leader, you’re likely fully aware of the proactive steps you can take to prevent discrimination, but your senior leaders, line managers and colleagues must also be in the loop.

Discourage unwanted comments, jokes, or ridicule about menopause, as such behaviour can constitute harassment. Also, advise managers to record menopause-related absences separately from other sickness absences to avoid potential discrimination claims unless there is objective justification for such actions.

Menopausal symptoms can significantly affect concentration and performance, leading to stress and a loss of confidence. In some cases, employees may contemplate leaving their job. Address performance issues with empathy and positivity, seeking to understand and address any obstacles. Explore potential adjustments or additional support, such as extra breaks or coaching, to improve their situation.

As an employer, you are legally required to assess and address workplace risks to ensure employee health and safety. This includes implementing reasonable adjustments to accommodate menopausal symptoms and ensuring that the job does not worsen these symptoms.

Explore together the opportunities for adjustments or extra support that might be helpful. Even the smallest of changes, such as extra breaks or coaching, can make a huge difference.

As an employer, you are legally required to assess and address workplace risks to ensure employee health and safety. This includes implementing reasonable adjustments to accommodate menopausal symptoms and ensuring that the job does not worsen these symptoms.

Symptoms can be deeply personal, so regular, confidential discussions with employees can help identify what support works best for them. Involving an expert or occupational health professional may also be beneficial if agreed upon.

Some examples of adaptations include temperature control measures like a desk fan, access to a cool, quiet room with a ‘do not disturb’ sign displayed, or a change in working hours to avoid the busy rush hour or ease the pain of a disrupted night’s sleep.

Menopause is a natural process and shouldn’t be a taboo subject. 

Despite this, many workplaces still lack understanding and support, making the issue uncomfortable for everyone involved. Creating a culture that openly acknowledges and supports employees during menopause should be a key part of your strategy. By fostering an environment where menopause discussions are welcomed, you can reduce stigma, encourage early symptom disclosure, and facilitate access to support.

Alongside a menopause policy, ensure that Human Resources (HR) teams and line managers receive professional training to understand menopause, implement support frameworks, and direct employees to available resources such as Employee Assistance Programmes (EAPs), counselling services or external charities. This training can also help minimise legal risks. 

For employees, discussing menopause at work can be daunting, especially if they are not comfortable discussing personal matters with their line manager. Building a strong internal support network of trained Mental Health First Aiders, HR professionals, and Menopause Champions can provide valuable support and lead to the creation of other internal support groups.

According to Henpicked, an online community offering advice and resources, providing menopause support at work benefits not only employees but also the business and the bottom line too. Women over 50 are the fastest-growing workplace demographic, and recognising their skills and expertise is crucial for attracting, recruiting, and retaining top talent.

Menopause is a natural part of ageing but can be challenging, especially at work. By addressing legal risks, preventing discrimination, and fostering an inclusive culture, you can support your employees through this significant life stage and benefit from their experience and skills.