Menopause Support in UK Workplaces: Breaking the Silence

Challenges and Future Directions

While there have been positive developments in menopause support, there is still much work to be done. The UK government and industry bodies can play a significant role in driving change by encouraging more companies to adopt menopause-friendly policies and practices. Moreover, fostering a culture of open conversation about menopause is crucial in creating lasting change.

The workplace has seen significant shifts in recent years regarding gender equality and employee well-being. However, one issue that has remained largely unaddressed is the experience of menopausal women in the UK workforce. A recent report by the Women and Equalities Committee (WEC) has drawn attention to the need for reforms in UK employment law to better support menopausal workers. This report marks a crucial step towards recognising the challenges faced by menopausal employees and addressing their specific needs. Some of the key findings and recommendations from the report include:

1. Inadequate Legal Protections: The report highlights that current UK employment law provides limited protection for menopausal workers. Menopause is not classified as a “protected characteristic” under the Equality Act 2010, leaving women vulnerable to discrimination and a lack of workplace support.

However, a recent case focuses on how the tribunal considered an employee as disabled at all material times by virtue of her symptoms of menopause combined with stress and anxiety symptoms. Albeit, the Equal Human Right Commission (EHRC) have confirmed that the case is the first involving an employment tribunal where menopause symptoms are deemed to amount to a disability for the purposes of the Equality Act. 

2. Stigmatisation and Lack of Awareness: The report underscores the significant stigmatisation surrounding menopause, which leads to many women feeling uncomfortable discussing their symptoms with employers or colleagues. A lack of awareness about menopausal issues exacerbates the problem.

3. Impact on Careers: Menopausal symptoms can have a substantial impact on women’s careers, causing productivity issues, increased absenteeism, and even job loss due to a lack of support and accommodations.

4. Recommendations for Reform: The WEC report recommends amending the Equality Act 2010 to explicitly include menopause as a protected characteristic. It also calls for increased awareness and training to address stigma and better support for women experiencing menopausal symptoms.

The WEC report highlights the urgency of addressing the legal gaps in employment law to protect and support menopausal workers effectively. The reasons behind why a reform is necessary includes Inclusivity, Reducing Discrimination, Promoting Awareness and Supportive Workplace Policies.

Menopause is a natural and inevitable phase in a woman’s life, typically occurring between the ages of 45 and 55. Despite affecting half the population, menopause has long been shrouded in secrecy and treated as a taboo subject, especially in professional settings. Women often suffer in silence, as the symptoms can be embarrassing or misunderstood by colleagues and managers who may lack awareness about menopause.

The impact of the menopause on a woman’s professional life can be profound. Physical symptoms, such as hot flushes and fatigue, can lead to reduced productivity and increased absence. Emotional changes, including mood swings and anxiety, can affect confidence and decision-making abilities. All of these factors can hinder career progression and job satisfaction.

Changing Tides

In recent years, there has been a noticeable shift towards recognising the importance of supporting women going through menopause in the workplace. Several UK companies and organisations have taken steps to create more inclusive and supportive environments for their employees. Here are some key initiatives:

1. Menopause Policy Development: Forward-thinking organisations have introduced menopause policies that outline how they will support employees experiencing menopause. These policies often include flexible working arrangements, adjusted uniforms, and confidential channels for discussing menopause-related issues. It also educates and raises awareness about the potential symptoms of menopause.

2. Training and Awareness: Companies are investing in training and awareness programs for their staff to help break down the stigma surrounding menopause. By fostering understanding, employees can better support their colleagues.

3. Menopause-Friendly Facilities: Some organisations have adapted their physical workplace environments to accommodate women going through menopause. This may include installing fans, improving ventilation, or providing a quiet space for relaxation.

4. Support Groups: Employee resource groups and support networks specifically focused on menopause have been established to create a safe space for women to share their experiences, seek advice, and receive emotional support.

5. Mental Health Support: Mental health is a critical aspect of menopause support. Providing access to counselling and mental health resources can be instrumental in helping women navigate this challenging phase of life.

Conclusion: 

Menopause is a natural phase in a woman’s life that deserves recognition and support in the workplace. By breaking the silence surrounding menopause and implementing supportive policies and practices, UK workplaces can create a more inclusive, understanding, and empathetic environment for their employees. Investing in menopause support not only benefits employees but also employers. A more inclusive and supportive workplace can lead to higher employee retention rates, increased job satisfaction, and improved morale. It also helps to maintain a diverse and talented workforce, contributing to long-term success.

The WEC report on menopause and employment law in the UK shines a light on an important issue that has long been overlooked. It calls for essential legal reforms to better protect and support menopausal workers. Recognising menopause as a protected characteristic under the Equality Act and raising awareness about its impact in the workplace can lead to a more equitable and supportive work environment for women going through this natural life transition. It is a critical step towards promoting gender equality and improving the well-being of the UK workforce.

Our Employment Law team is able to assist you with a review of your workplace policies and employee handbook.

Should you have concerns or simply require guidance on your company policies, please contact our Employment Law team on 01604 828282 / 01908 660966 or email info@franklins-sols.co.uk