Supporting employees affected by the menopause

Not only is the Employment Rights Bill – which contains proposed reforms on supporting menopause in the workplace - moving at pace, but last month, industry leaders came together to form the first-ever independent Menopause Advisory Group. The group aims to boost workplace support for women affected by the menopause and is another step in the Government’s aim to break down barriers to work as part of their Plan for Change.

So, let’s take a quick look at some of the most common queries around the menopause and what employers can do to support their employees going through it.

Is the menopause a disability?

The menopause is not automatically classed as a disability but may be if it meets the criteria set out in the Equality Act 2010. Under the Act, to be classed as a disability, it must be a long-term physical or mental condition that has a substantial adverse effect on a person's ability to do day-to-day activities.

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Is the menopause a protected characteristic?

If the employee’s symptoms fall within the definition of a disability, the Act places the employer under a duty to make reasonable adjustments to the employee’s work and/or workplace in order to remove the disadvantage the employee is put at as a result of their disability. Any reasonable adjustments will be specific to the individual’s particular circumstances and should be discussed with the employee to ensure they are tailored to their needs.

Should I have a menopause policy?

Whilst it’s not a legal requirement, it is useful to have a policy to set out how employees going through the menopause will be supported at work. Peninsula can help with the creation of a menopause policy in your business.

A menopause policy should act as a point of reference for employees who want to learn more about what support is on offer to affected employees, as well as a guide for managers on how to manage an employee who is affected by the menopause.

Having a menopause policy will aid in creating an inclusive workforce and this should be included in the policy itself. There’s no set list of what should be included, but employers may want to consider outlining the effects of the menopause, what adjustments may be required due to the menopause, guidance on what to do if an employee is unwell due to menopausal symptoms, training available, and what other support employees can access.

What support can I provide affected employees?

The first step is to foster an open and inclusive environment where employees feel they can raise concerns about how the menopause is affecting them, with no stigma or embarrassment attached.

Practically, adjusting affected employees working arrangements should be considered. Again, there is no exhaustive list here, but this could include allowing flexible working arrangements, increasing breaks, creating cooler working conditions, or adapting dress codes. Additionally, offering access to an employee assistance programme may be appropriate and can aid with promoting positive mental health during the menopause.

Whilst the menopause doesn’t have its own legal protections, it may class as a disability so should be handled with care and sensitivity – not only to prevent employers finding themselves on the wrong side of the law, but also to help create an inclusive workplace. And with the increased focus from the Government, the focus on supporting employees affected is only going to grow.

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