The Equality and Human Rights Commission (EHRC) has published new guidance on menopause in the workplace and set out employers’ legal obligations.
The guidance aims to clarify employers’ legal obligations and provide practical tips on making reasonable adjustments and fostering positive conversations about the menopause with employees.
Legally, an employer is required to make reasonable adjustments and to not discriminate against an employee if their menopause symptoms have a long-term and substantial impact on their ability to carry out normal day-to-day activities under the Equality Act 2010, as it can be considered a disability. Additionally, those experiencing symptoms may be protected from less favourable treatment on the grounds of age and sex.
The guidance also explains ways in which employers can encourage a culture where staff feel able to talk about their symptoms and ask for work adjustments, and how they can involve the whole workforce in conversations about menopause, as well as the benefits of doing so.
The EHRC is encouraging employers to consider the guidance and adapt their policies and practices accordingly to ensure fairness and inclusivity in the workplace.
Baroness Kishwer Falkner, chairwoman of the Equality and Human Rights Commission, said: “As Britain’s equality watchdog, we are concerned both by how many women report being forced out of a role due to their menopause-related symptoms and how many don’t feel safe enough to request the workplace adjustments.
“An employer understanding [its] legal duties is the foundation of equality in the workplace. But it is clear that many may not fully understand their responsibility to protect their staff going through the menopause. Our new guidance sets out these legal obligations for employers and provides advice on how they can best support their staff. We hope that this guidance helps ensure every woman going through the menopause is treated fairly and can work in a supportive and safe environment.”