Managing the Menopause in the Workplace

There are many enormous changes that can happen in one lifetime - from marriage to relocation to retirement. But one life change that often goes undiscussed when thinking about employees and employment law is the menopause.

As an employer, it is vital that you understand how symptoms of the menopause can affect employees, and know how it can be managed in the workplace. In this blog, we’ll give you a quick overview of the menopause and how it may affect employees, and make suggestions of how to accommodate these workers in this particular stage of life.

Understanding the menopause

To explain it simply, the menopause is when menstruation stops due to hormonal changes. This typically happens to women between the ages of 45 and 55. No one experiences the menopause in exactly the same way, but there are many common symptoms to be aware of.

These include:

• Sleep disruption/night sweats

• Hot flushes/daytime sweats

• Heavy or irregular periods

• Headaches and fatigue

• Muscular aches and bone/joint pain

• Psychological issues (e.g. loss of confidence, poor concentration, anxiety etc.)

All of these symptoms have the potentiality to affect an employee during work hours, even if they are not occurring at that moment. It is best to treat the issue with sensitivity, as this can be an especially emotional topic for your employee. Furthermore, it is important to remember that people other than middle-aged women can experience the menopause. For example, transgender, intersex and non-binary people can also go through it, as well as younger women. 

The menopause and employment law

One of the ways the menopause relates to the law is through the Equality Act 2010, which protects workers against discrimination. While the menopause is not a specifically protected characteristic under this Act (you can read a brief overview of these characteristics here), if an employee is at a disadvantage or treated unfairly against because of symptoms of the menopause, this could be regarded as discrimination.

There’s also the Health and Safety at Work Act 1974. This act states that employers must, where reasonably practical, ensure everyone’s health, safety and welfare at work. To comply with this Act, you can undertake a risk assessment that specifically considers symptoms of the menopause. For example, you can look at issues such as:

• Temperature and ventilation

• Materials used in uniforms or corporate wear

• Access to cold water

• Access to toilet facilities

If these accommodations are possible, then it is recommended to make them known throughout your workplace through a clear menopause policy.

Developing a menopause policy

A menopause policy is a good way to support staff who are managing their symptoms. This policy should be shared with everyone, even those who may not be personally affected, or who do not outwardly appear to need accommodations due to the menopause. Important information within the policy can include:

• How managers are trained to sensitively assist those going through the menopause

• Details of a specific point of contact in the workplace who they can go to with questions (e.g. HR, counsellor, wellbeing champion)

• A statement about the employer’s dedication to discrimination prevention

• Accommodations that can be requested

There are a wide variety of accommodations that can be made. For example, if it is possible, you could:

• Offer flexible working arrangements

• Provide a way to cool the workplace e.g. a fan, moving desks closer to a window

• Make sanitary products available in washrooms

• Allow regular breaks and opportunities to take medication

• Encourage employees to discuss concerns at one-to-one meetings with their manager or a specific point of contact

• Signpost the employee to counselling services or other mental wellbeing services

Some of these accommodations may not be necessary as the menopause will affect employees differently. Staying flexible and checking in with your employee will help to ensure that their needs are being met.

These are only a few ways that the menopause can be accommodated in the workplace. If you would like to learn more about creating a menopause policy or how you can best support employees in this stage of life, please contact us to discuss.

The above information is correct as of August 1st 2022 and may be subject to change. The above does not constitute legal advice. Legal advice should be sought regarding your individual circumstances.