The workplace is a diverse environment with people from all backgrounds and demographics. It seems that employers should be well versed in managing employees to promote a space and voice for all, but one aspect we barely talk about (and employers find increasingly difficult to deal with) is menopause and work in 2024. It is time to start talking about what it means for employees and employers with menopause at work. Read on to find out what this might mean for you.
What exactly is menopause and how does it relate to the working environment?
‘Menopause is when your periods stop due to lower hormone levels. It usually affects women between the ages of 45 and 55, but it can happen earlier’, as cited by NHS, and research finds that a third of women currently in the menopause experience symptoms that impact their daily lives, with symptoms including;
- loss of concentration,
- tiredness,
- poor memory,
- and even feelings of anxiety and depression.
It is no wonder that this impacts women at work. Furthermore, a study by British Menopause Society reports that 22% of women in the menopause experienced unexpected insomnia, 70% experienced night sweats and 79% experienced hot flushes – all of which impacts all areas of their life including work.
The results are not to say women in the menopause are incapable of work, in fact, the opposite applies. Women are tirelessly having to prove their worth but cannot shake off the body’s natural response to hormonal changes and imbalances. Employers cannot afford to lose their greatest talent and are starting to offer support to aid the experiences of menopause and work.
Supporting staff in the menopause and work in 2024
It has been decades of feelings of embarrassment and shying away from the natural body cycle simply because of lack of knowledge and awareness. Today, is it a largely talked about topic but seemingly employers are finding managing menopause at work an impossible task.
The 2023 Aberdeen Employment Tribunal case Mrs K Anderson vs Thistle Marine Ltd heard the employee (claimant) had called in sick after experiencing very heavy bleeding due to the menopause, but was told to “just get on with it, as everyone f*****g gets it” by the company Director. On another occasion, Mrs K Anderson worked from home due to the December snow storms in the area.
The following day she had experienced heavy menopausal bleeding and requested to work from home the subsequent day also. On her return to the office, the Director accused her of “strolling” into work when it suited her. The judge found these and other events around allowing Mrs K Anderson flexibility over medical issues she had no control over, inflexible and demeaning.
The conclusion made by the judge was that these events and acts constituted as harassment by the lawful definition. Consequently, the employer was ordered to pay over £37,000 in compensation to the employee. Ouch! So, let’s find out what went wrong by providing you advise and guidance on how to manage menopause and work.
A guidance for managers- How to support menopause in the workplace
Did you know, menopause could be classed as a disability? According to The Equality Act (2010), disability is one of the nine characteristics that are protected from unfavourable treatment in the workplace. There are lawful definitions of what unfavourable refers to as well as acts of exploitation and posing a ‘detriment’ on such people – please contact us for assistance on this before concluding that your company has not ‘unfairly’ treated someone on any of these characteristics!
Technically, menopause is not a disability, however, employment laws state that a disability is any condition/impairment (physical or mental) that has long term symptoms and a substantial impact on a person’s day-to-day activities (amongst other criteria).
So, going back to what we said initially, – about a third of women in the menopause report that they experience menopausal symptoms, and medically, this could be long lasting! In this regard, menopause can absolutely be viewed as a disability (in the context of work), which means that employers will be under legal obligation to make ‘reasonable adjustments’ to aid and support the employee’s experience at work.
What action should employers take?
Menopause support in the workplace: Employers should first seek to educate managers on menopause at work, and this can be achieved through management training including awareness workshops and masterclasses. HR Habitat also advises to amend sickness, incapability, and diversity and equality policies routinely, if you have these. And most definitely measure the impact of your menopause policy to determine if this enables you to truly support women and menopause at work. In addition, seeking external HR strategy consulting (HR Habitat) for your business means an added layer of protection from claims such as the Mrs K Anderson tribunal case above.
HR Habitat is an expert in employment law which means that our knowledge and expertise not only covers legislation around menopause and work, but also precedents set in case-law which should inform your actions around this topic today. Book a consultation or request a free quote today. Lastly, be mindful of the physical experiences of women in the menopause, which may mean they are unable to attend work on some occasions just like any other person who is unwell and unable.
Consider adjustments to the role such as temperature of the room, flexible working hours, late starts, privacy and space, emotional support and even medical care. As you can see, the reasonable adjustments vary massively and should be applied to directly respond to a need.
In conclusion, menopause is a personal experience, and all women walk their own journeys. Menopause at work should be supported by employers and is a legal obligation if the symptoms constitute as a disability as defined in The Equality Act 2010.
Employers should treat each case differently, but this does not mean that the business should suffer a detriment. Mutual agreements should benefit both parties ensuring smooth operation to business can continue. For expert advice and guidance, please call 0330 133 5088.
