Employers need to improve menopause support

Menopause is a natural biological stage in a woman’s life when menstruation stops permanently. Menopause can cause physical and emotional symptoms that can significantly impact a woman's daily life, including their work. However, there is still a lack of awareness among employers and the wider workforce about how best to support colleagues going through the menopause.

Employment law relating to menopause is a growing area, and the number of employment tribunal cases relating to the menopause is on the rise. To avoid legal issues and loss of talented staff, it is essential that employers become more proactive and create a supportive and inclusive working environment.

Legal implications of managing menopause in the workplace include claims relating to age, disability and sex discrimination legislation. Therefore, it is crucial for HR teams and managers to become more proactive by providing support to their colleagues, training management and employees, and introducing appropriate workplace policies. Investing in menopause-related policies, training, and procedures is not a ‘nice to have’ but should be a key consideration for all employers.

Menopausal symptoms can last for around four years on average, but for one in 100 women, they can last up to 12 years. Symptoms can range from hot flushes, difficulty sleeping, problems with memory and concentration, low mood, anxiety, joint stiffness, and aches and pains, all of which can impact every aspect of a woman’s life.

Employers can help their employees going through the menopause by making reasonable adjustments to their working conditions, including working hours, rest breaks, and reviewing uniform policies. It is essential to recognise that everyone’s experiences and symptoms of the menopause are different, so there is no 'one-size-fits-all' solution.

To create a culture that normalises talking about the menopause, employers should empower employees by giving them the confidence to speak up and signposting them to further support when required. This can be done by training nominated HR team members and managers, senior, board-level staff, or voluntary menopause champions. Resources from The Menopause Charity and other organisations are extremely valuable in helping build knowledge and create a supportive framework.

Equality is moving further up the agenda, and employers need to keep up. Some charities are campaigning for employers to provide menstrual leave for severe pain, following a new draft bill in Spain, which would allow women with painful periods to have three days off a month. Although current UK law’s only provision is sick leave, it demonstrates the direction of travel regarding best practice and policy.

Employers should be proactive and ahead of the curve rather than waiting for legislation to be implemented. Businesses that are not proactive may find themselves losing experienced, talented women and exposing themselves to legal and reputational risk.

At Winston Solicitors, we can assist in drafting an appropriate policy and provide advice in relation to claims and grievances raised by employees in this sensitive area. Our team of experts is dedicated to providing practical, cost-effective, and tailored solutions to ensure that employers are compliant with employment law and creating a supportive and inclusive working environment for all employees.

In conclusion, employers must improve their menopause support and become more proactive in creating a supportive and inclusive working environment. Investing in menopause-related policies, training, and procedures should be a key concern for all employers to avoid legal issues, reputational damage and loss of talented staff. Empowering employees and creating a culture that normalises talking about the menopause is vital, and Winston Solicitors can assist employers in drafting an appropriate policy and provide advice in this sensitive area.