Menopause in the Workplace: Understanding the Latest Guidance for UK Employers

On 22 February 2024, the Equality and Human Rights Commission (EHRC) published new guidance aimed at helping UK employers understand their legal obligations when supporting workers experiencing menopausal symptoms. As the global workforce ages and more women are affected by menopause while still in employment, it’s crucial for businesses to implement policies that proactively address menopause and create truly inclusive workplaces.

This blog explores the key points of the latest guidance, what it means for employers, and how businesses can effectively support their employees through menopause.

Understanding Menopause in the Workplace

Menopause is a natural stage in life, typically occurring in women between the ages of 45 and 55, though symptoms can start earlier in the perimenopausal phase. The impact of menopause on working life can be significant, with symptoms such as hot flushes, mood swings, and fatigue affecting an employee’s ability to perform effectively.

Research by the Chartered Institute of Personnel and Development (CIPD) has shown that two-thirds of women aged 40 to 60 report that menopause symptoms negatively impact their work.

Yet, despite its widespread effects, menopause has historically been under-addressed in workplace policies, leading to many women feeling unsupported. The recent guidance helps to fill this gap by outlining how businesses can create more supportive environments and comply with existing legal frameworks.

What the Menopause Guidance Means for Employers

The 2024 guidance highlights how employers can meet their legal obligations under the Equality Act 2010, which protects workers from discrimination based on sex, age, and disability. Employers must now ensure that they are not inadvertently discriminating against employees experiencing menopause and must take proactive steps to support them.

If menopausal symptoms have a substantial and long-term impact on an individual’s ability to perform daily tasks, they could be classified as a disability. In such cases, employers are legally required to make reasonable adjustments to support the employee.

Key Recommendations from the EHRC Guidance

The EHRC’s guidance provides a clear framework for how employers can support menopausal employees. The key recommendations are as follows:

Employers are encouraged to offer flexible working arrangements, such as adjusting working hours, enabling remote work, or providing suitable rest areas. Small changes, such as improving workplace ventilation or allowing for breaks, can make a substantial difference to someone experiencing menopausal symptoms.

To create a supportive workplace culture, the EHRC recommends employers provide menopause awareness training for managers and HR professionals. This training will help managers understand the challenges menopausal employees face and enable them to have constructive conversations about reasonable adjustments.

The guidance emphasises the importance of conducting health and safety risk assessments considering menopause. Employers should review workplace environments to identify and mitigate potential risks that could exacerbate menopausal symptoms, such as excessive heat or stress.

The EHRC encourages employers to create an open and supportive atmosphere where employees feel comfortable discussing menopause-related challenges. Confidential conversations between employees and managers should be facilitated, allowing for personalised solutions that best meet the employee’s needs.

Employers should ensure that menopause-related absences are treated with sensitivity and fairness. Offering flexible sick leave options, rather than penalising employees for taking time off to manage their symptoms, is crucial for maintaining a supportive work environment.

Why Implementing Menopause Support Makes Sense for Businesses

While compliance with EHRC guidance is legally necessary, there are also clear business benefits to implementing robust menopause policies. Women over 50 are the fastest-growing demographic in the UK workforce. Supporting menopausal employees helps retain valuable, experienced staff, thereby reducing turnover and the costs associated with recruitment and training.

Moreover, creating a menopause-friendly workplace can improve overall employee engagement and morale. Employees who feel supported are more likely to be productive and remain loyal to the organisation. It also enhances the company’s reputation as a fair and inclusive employer, which can attract top talent and foster a positive working environment.

Looking Ahead: Future Possibilities for Menopause Support in the Workplace

While the EHRC 2024 guidance marks a significant milestone, the UK government is also exploring future initiatives to enhance menopause support in the workplace. Their proposals reflect the increasing recognition of menopause as a critical workplace issue and the need for further action to create inclusive work environments.

One key proposed initiative is the appointment of a Menopause Employment Champion. This role would involve working with businesses to raise awareness of menopause, share best practices, and encourage employers to adopt supportive policies. The Menopause Employment Champion would also provide a voice for menopausal workers, ensuring their needs are understood and addressed at the highest levels of business and government.

Further education and training initiatives are also on the horizon. The government proposes developing additional resources to ensure managers, HR professionals, and healthcare providers are well-equipped to support menopausal employees. This education includes public health campaigns aimed at reducing stigma and increasing awareness of menopause across all sectors.

Looking ahead, the government is also considering a statutory requirement for large organisations to implement formal menopause policies. This is not yet law, but it signals a growing emphasis for employers to take proactive steps to support menopausal employees, focusing on inclusivity and flexibility.

These proposals illustrate the widespread commitment to improving workplace conditions for menopausal employees. As these initiatives evolve, businesses should remain attentive to new developments to ensure their policies remain compliant and supportive.

Practical Steps for Employers to Support Menopause

To comply with the EHRC’s guidance and create a supportive workplace for employees experiencing menopause, employers can take the following steps:

Employers should formalise their approach to menopause by developing a clear policy that outlines how the organisation supports menopausal employees. This document should include details on reasonable adjustments, sick leave, and the process for discussing individual needs.

Offering training to managers will help them better understand menopause and its impact on employees. This effort ensures managers are equipped to provide the necessary support and make informed decisions about adjustments.

Ensure that menopause is considered in workplace risk assessments. Evaluate factors such as temperature control, lighting, and stress levels, and implement necessary changes to make the work environment more comfortable for menopausal employees.

Creating a culture where employees feel comfortable discussing menopause is key. Employers can encourage open conversations through awareness campaigns, workshops, or by establishing menopause champions who act as points of contact for employees seeking support.

Employers should have a clear policy in place regarding sick leave that accommodates employees experiencing menopause symptoms. Flexible sick leave policies that recognise the unique challenges posed by menopause are essential to prevent discrimination.

Taking Action to Foster Inclusive Workplaces

The publication of the EHRC guidance marks a significant step forward in creating inclusive workplaces across the UK. By following the recommendations set out in the guidance and remaining aware of future government proposals, employers can ensure compliance with the law and foster a supportive, engaged, and productive workforce.

Now is the time to act for businesses looking to lead the way in diversity and inclusion. By implementing menopause-friendly policies, you’ll demonstrate your commitment to employee wellbeing and create a more positive working environment for all.

If you need further advice on developing a menopause policy or understanding your legal obligations, our team of employment law experts is here to help.