World Menopause Day is held every year on 18th October. The purpose of the day is to significantly raise awareness of the menopause and highlight the comprehensive support options available for improving health and wellbeing.
Beyond the annual recognition, managing the effects of the menopause at work is a critical, year-round issue for both employers and their staff.
Understanding Menopause
The menopause is a natural stage of life that most women and other people who have a menstrual cycle will go through. Employers need to recognise that the experience is not exclusive to cisgender women. Therefore, employers must be aware of and support all staff experiencing symptoms equally.
This matter directly impacts employee health, well-being, and retention across all sectors.
For those experiencing symptoms, it can be a difficult and stressful time, affecting people both physically and mentally, making proactive workplace support an essential element of modern people management.
Stages and Severity
The menopause typically occurs between 45 and 55 years of age, though it can happen earlier or later. Symptoms commonly last around four years, but for some, they can persist much longer.
The process involves three main stages:
- Perimenopause
- Menopause
- Postmenopause
Some people may also experience early menopause or medical menopause earlier in life. These can be medically complicated and require employers to consider tailored support.
Since all stages and types of menopauses are different, symptoms can range from very mild to quite severe, varying significantly from person to person.
The Critical Importance of Workplace Support
The menopause is a significant health and well-being concern that must be handled sensitively by employers. Awareness that symptoms can affect staff at any time helps individuals continue to do their job confidently and effectively.
Preventing Negative Outcomes
Creating a positive and open environment between an employer and someone affected by the menopause can be a powerful preventative measure against serious negative outcomes, such as the individual:
- Losing confidence in their skills and abilities.
- Feeling they need to take time off work and hide the reasons for it.
- Having increased mental health problems like stress, anxiety, and depression.
- Ultimately, leaving their job.
Involving Everyone
While the menopause is only experienced by those with a menstrual cycle, men should also be included in conversations and training.
This is because the menopause can also impact those supporting someone going through it, such as:
- a relative
- partner
- colleague or carer.
Involving all staff ensures a more empathetic and supportive workplace culture.
Discrimination and the Law
Employers must also be mindful of their legal obligations. If an employee or worker is put at a disadvantage or treated less favourably because of their menopause symptoms, this could be deemed discriminatory if connected to a protected characteristic under equality legislation.
Being proactive in providing support is the best way to ensure fairness and prevent legal issues.
For further information and resources, staff can be directed to reliable sources such as the NHS website.
Frequently asked questions:
How can your workplace be supportive?
We hope for all employees to feel supported and understood, regardless of their age or stage of life. Here are a few things that workplaces can do to support colleagues who are going through menopause:
- Be aware of the symptoms of menopause and how they can affect people in different ways.
- Create an open and supportive environment where people feel comfortable talking about their experiences.
- Be flexible where required.
- Provide access to information and resources about menopause.
If you are a woman who is going through menopause, please know that you are not alone. There are many resources available to support you, and you should not hesitate to reach out for help, whether this be to a friend, relative, colleague or health practitioner.
What does workplace discrimination look like?
Discrimination in the workplace is not necessarily obvious. Therefore, it is possible to feel discriminated against if your employer doesn’t support their staff experiencing menopause.
The different forms of discrimination which may present themselves in the workplace are as follows:
- Direct Discrimination – Treating a person less favourably because of one or more Protected Characteristics.
- Indirect Discrimination – There may be a workplace provision, criterion, or practice (PCP) which is not intended to be discriminatory, but which has the effect of disadvantaging employees with a particular Protected Characteristic. For example, a policy that unfairly disadvantages a group of employees with one of the Protected Characteristics.
- Harassment – Harassment occurs when an employee is subjected to unwanted conduct relating to one or more Protected Characteristic which has the purpose or effect of either violating the employee’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for the employee.
- Victimisation – Victimisation means being ‘punished’ for reporting something at work that you believe is unfair, such as being discriminated against.
Further information:
Oakwood solicitors: workplace discrimination.
Acas managing menopause.
WHAT TO DO NEXT
If you believe that you are being treated unfairly at work due to experiencing menopause, you may have a discrimination claim.
Please contact Oakwood Solicitors Ltd as soon as possible to speak to one of our employment advisors.
Get in touch today for a no-obligation consultation. Choose one of the methods on the right-hand side of this page or call us on 0113 323 2353 to find out how we can help you.
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Fiona Almazedi has been with Oakwood Solicitors for the last 10 years working as a consultant and taking up the position of Head of Employment on the 3rd January 2024.
Fiona has over 20 years of ex…
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Menopause awareness
As a workplace which is predominately female - accounting for around 75% of our total workforce - we thought it might be useful to share some helpful information about the menopause, following on …
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