Over the years, menopause has often been stigmatised and seen as a taboo both in and out of the workplace, leading to many women facing discrimination. This group represents a significant proportion of the workforce and attention needs to be paid. While there has been progress, more can still be done to implement new policies and create more suitable environments for those experiencing symptoms detrimental to their work.
The Equality Act 2010 defines a disability as a physical or mental impairment that has a substantial and long-term adverse effect on ability to do normal daily activities, which has lasted, or in medical opinion is likely to last, at least 12 months.
For those with a disability, employers have a legal obligation to avoid unjustified unfavourable treatment because of something related to that disability, as well as ensure they are making reasonable adjustments to alleviate any associated substantial disadvantage. In cases where menopause constitutes a disability, this can include more flexibility in both when and where people can work as well as job requirements, and providing equipment, tailored uniforms and temperature controls, if required.
While it is important to note that not all symptoms will be severe enough or last long enough to qualify as a disability, HR teams should consider the individual impact for each person, as well as having early input from medical experts in some cases, to assess how best to support them.
Workplaces should be implementing specific and robust internal policies, as well as reassessing current policies to ensure they are inclusive, so those going through the menopause are fully supported. Secondly, it is vital to create an honest and open culture where women feel comfortable enough to seek out support. Feedback sessions, implementing peer-to-peer networks and tailored training for managers on the topic are all key to this. Furthermore, HR teams should be implementing a training and education piece across the organisation. This ensures that line managers and wider teams understand common symptoms and the impact they may have, as well as how any challenges can be addressed sensitively.
Taking these steps not only fosters a better culture for employees, but also contributes to protecting the business from complaints too.
Sarah Tahamtani is partner and head of employment at Clarion
