The menopause is a natural stage in a woman’s life and can occur any time between the ages of 44-55. According to the Faculty of Occupational Medicine (FOM), nearly 8 out of 10 of menopausal women are in work. Not every woman will experience symptoms, but those who do, their symptoms may not always be physical or even apparent to others. Symptoms can range from hot flushes, headaches, poor sleep, anxiety, low mood, lack of confidence and poor concentration. 

All of these symptoms can affect an employees’ ability to perform at their best whilst at work, and for some, their symptoms may be so debilitating that they need to take time off. 

Whilst it is important for employers to understand the symptoms of the menopause and recognise how these can impact their physical and mental health. They also need to understand their responsibilities and the rights of their employees. 

What the law says about menopause and taking time off

Employers should make sure they know how the menopause relates to the law, including the:

• Equality Act 2010, which protects workers against discrimination
• Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone’s health, safety and welfare at work

The menopause is not a specific protected characteristic under the Equality Act 2010. But if an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be discrimination if related to a protected characteristic, for example: age, disability, gender reassignment or sex. 

Employers should also be aware that unwanted behaviour about someone’s menopause symptoms could count as harassment or sexual harassment depending on the nature of the behaviour.

Increased understanding from line managers

Creating a positive and supporting culture with open lines of communication between the employer and someone affected by the menopause can help prevent the person from losing their confidence. If they have an understanding boss, it can decrease levels of anxiety and stress and allow them to talk about it openly. 

Having regular conversations with your team can help resolve issues early and establish a mutual understanding. 

Where necessary, managers should be given training to help them understand the effects of the menopause. This is particularly important if they have not had first-hand experience of the menopause themselves or no experience of anyone close to them going through it.

Small considerate steps that employers can take: 

There may be small things that you can put into place to help employees manage their symptoms better whilst at work, and to also show that you are a considerate and understanding employer. 

These might include: 

• options for flexible working, i.e. working from home, temporary or permanent part time working, a period of unpaid leave,
• being accommodating for menopausal women to attend doctor appointments during the working day,
• encouraging employees to take regular breaks, especially for fresh air to help concentration,
• moving the employee’s desk close to a window so they can get fresh cool air when they need to,
• consider adopting a specific standalone policy covering the menopause, directing employees to support channels

We expect the formal incorporation of menopause policies to be more widely recognised in the workplace and as such, if you need help or guidance to implement these, please contact our team today.