Menopause in the Workplace

We already know that the Government has stated that it does not see the need to amend the Equality Act 2010 in relation to the menopause, for example by classifying it as a disability. The Equality and Human Rights Commission has however published guidance for employers on menopause in the workplace.

The aim of the guidance is to help employers understand their legal obligations and to help employees who are experiencing menopausal symptoms. The guidance refers to symptoms of the menopause and perimenopause as including increased stress, reduced patience, feeling less physically able and decreased concentration. Explanations of the menopause and perimenopause are also contained within the guidance. 

An employer has an obligation to carry out a workplace risk assessment under the Health and Safety Regulations and the guidance refers to the risks of not taking the symptoms seriously as potentially leading to discrimination claims relating to age, sex and disability in relation to a failure to make reasonable adjustments, direct and indirect discrimination, harassment, and victimisation.

There are also three videos with the guidance providing explanations of how a worker experiencing menopausal symptoms may be protected under the Equality Act 2010; examples of adjustments that can be made to support workers for example changes to physical work environments, providing flexibility and recording absences pertaining to the menopause differently to other absences; and promoting open conversations and culture about the menopause which can be helped by the introduction of a menopause policy.

For further advice in this area or on any employment-related matters, please contact Guy Salter at Guy.Salter@smesolicitors.co.uk, or call 01905 723561.

Added: 07 Mar 2024 10:27

---

Back To Blog