The Equality and Human Rights Commission (EHRC) have published guidance and resources designed to help employers understand their legal obligations in relation to supporting workers experiencing menopausal symptoms.
Menopause symptoms can have a significant impact on women at work.
Research by the Chartered Institute of Personnel and Development found that two thirds (67%) of working women between the ages of 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work.
Of those who were negatively affected at work:
- 79% said they were less able to concentrate
- 68% said they experienced more stress
- nearly half (49%) said they felt less patient with clients and colleagues, and
- 46% felt less physically able to carry out work tasks
As a result of this, over half of respondents were able to think of a time when they were unable to go into work due to their menopause symptoms.
Under the Equality Act 2010, workers are protected from discrimination, harassment and victimisation on the basis of protected characteristics including disability, age and sex.
If menopause symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, these symptoms could be considered a disability. If menopause symptoms amount to a disability, an employer will be under a legal obligation to make reasonable adjustments. They will also be under a legal obligation to not directly or indirectly discriminate because of the disability or subject the woman to discrimination arising from disability.
For further information please select the following link: Menopause in the workplace: Guidance for employers | EHRC (equalityhumanrights.com)