Menopause Awareness Month has shone some light on the impact that the menopause can have in the workplace. According to a recent survey, fewer than 50% of companies provide any support for perimenopausal or menopausal staff.
The ongoing stigma and lack of education around menopause can lead to bullying and harassment in the workplace. Many employees report that they do not talk about their menopause at work because they feel embarrassed or viewed as less capable than before. This can create or exacerbate workplace issues and evidence suggests that a number of those experiencing the menopause or perimenopause leave the workplace altogether.
Employees who are treated less favourably for reasons related to the menopause could bring a disability discrimination claim against their employer. In addition, employers have a duty to make reasonable adjustments for disabled employees and failure to do so could lead to an employment tribunal claim.
In July 2021 the House of Commons Women and Equalities Committee launched an inquiry into workplace issues surrounding the menopause. This enquiry, which closed on 17 September 2021, included examining existing discrimination legislation and workplace practices to consider whether enough is being done to prevent women from leaving their jobs as a result of menopausal symptoms or suffering other adverse consequences. It will also make recommendations with a view to shaping policies to address gender equality.
In this article, we examine why it is important to provide support for perimenopausal or menopausal staff and what steps employers could take to support affected staff.
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For further information on how this issue might affect your organisation, please contact
Hilary Aldredor your usual Penningtons Manches Cooper contact.
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