As social sector organisations strive to create inclusive and supportive workplaces, it is crucial to address the unique challenges that employees may face during various stages of their lives. Menopause, and perimenopause have gained a lot of attention over the last few years, and it is as an important aspect in the consideration of your approach to diversity and inclusion. 52% of the population of the UK is female and will go through perimenopause and menopause, typically between the ages of 45-55
One question that frequently arises is whether menopause should be classified as a disability. In this blog post, we’ll explore the complexities surrounding this issue and discuss how social sector employers and HR professionals can better support their staff through perimenopause and menopause.
Menopause and Work
Menopause is a significant life event for many; it involves hormonal changes that can result in various physical, emotional, and cognitive symptoms. These symptoms can affect work performance and overall well-being if not addressed appropriately.
The Impact of Menopause at Work
Here are just a few of the impacts menopause can have on employees at work:
Physical Symptoms: Hot flashes, night sweats, and sleep disturbances can lead to fatigue, reduced concentration, and increased stress levels.
Emotional Challenges: Mood swings, anxiety, and depression can affect an employee’s emotional well-being and relationships with colleagues.
Cognitive Changes: Some women report experiencing memory lapses or difficulty concentrating during menopause, which can affect their productivity.
Research by the Chartered Institute of Personnel and Development (CIPD) found that 67% of workers between the ages of 40 and 60 with experience of menopausal symptoms said they 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
- 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.
Looking back over my own personal journey and understanding peri menopause and menopause more now I can see that my symptoms started when I was in my early 40s. I was 48 before I was able to see an NHS specialist and be given the support I needed to manage my symptoms. For 8 years, personally and professionally, I had to deal with physical, emotional and cognitive symptoms and changes with little or no support, mainly due to my own lack of awareness around perimenopause.
Looking back, I can see how I could have benefited so much from greater knowledge and support, so I am delighted that this is now a subject which is being more openly discussed amongst women and I am a huge advocate for raising awareness and increasing support in this area.
Why Social Sector Employers Should Care
In today’s ever-evolving workplace, diversity and inclusion are more important than ever. In the UK, there are around 4.5 million women aged 50–64 currently in employment and women over the age of 50 are the fastest growing group in the workforce.
However, research by Peppy has shown that employees going through menopause are more likely to leave their jobs (1 in 4 consider leaving work due to menopause symptoms, 1 in 10 actually do), they are reducing their hours, or working less and not actively looking to advance their careers.
In the UK, the Government received written evidence that an estimated 14 million working days are lost per year due to symptoms of menopause.
Supporting Menopause in the Workplace
Supporting employees at this critical time is not just a social responsibility, but it can help improve:
Employee Retention: Supporting employees through menopause can contribute to increased job satisfaction and retention rates, saving your organisation recruitment and training costs.
Productivity and Performance: When employees receive the necessary support, they are better equipped to manage menopause symptoms and maintain high levels of productivity.
In addition, it could ensure that women going through menopause are treated fairly, reasonable adjustments made and, although menopause itself is not a protected characteristic under the Equality Act, disadvantage or less favourable treatment due to the menopause may be discrimination if it relates to an existing protected characteristic.
In today’s job market, employers’ brands are everything, and the benefits they offer form a significant part of that. Providing support for a significant part of the workforce could be increasingly valued by job seekers.
Is Menopause a Disability?
In the UK, menopause itself is not specifically listed as a protected characteristic under the Equality Act (2010).
However, the Equality and Human Rights Commission (EHRC) recently stated that menopause symptoms – which can range from hot flushes to sleep problems – could be considered a disability*, if these symptoms they have a long-term, typically defined as greater than 12 months, and substantial negative effect on your ability to do normal daily activities.
Therefore, it is possible that symptoms of menopause (including perimenopause) could themselves be a disability under the Equality Act (2010).
*In addition to the above, the Equality Act covers indirect discrimination, harassment, and victimisation related to gender and age. Therefore, if an employer fails to address the needs of women going through menopause, it could potentially be considered a form of sex and / or age discrimination.
Check out our blogs for guidance on how to foster equality and positivity in the workplace
Reasonable Adjustments
In law, employers have a legal obligation to make “reasonable adjustments” in the case of disability, and they must ensure they do not directly or indirectly discriminate against any employee because of a disability.
Reasonable adjustments are changes an employer makes to remove or reduce a disadvantage related to someone’s disability.
A recent case in 2023 saw an employee win a claim against her employer for failure to make reasonable adjustments when she struggled to meet performance standards in her role because of menopause symptoms including low mood, anxiety, mood swings, effects on her memory and poor concentration
The EHRC has produced guidance for employers on menopause in the workplace which includes suggestions around reasonable adjustments.
How to Support Menopause in the Workplace
Here are some practical steps employers and HR professionals within the social sector can take to support workers in the workplace:
1. Create a Supportive Culture
- Foster Open Communication: Encourage an open and respectful dialogue about menopause in the workplace. Normalise the conversation to reduce stigma and promote understanding.
- Educate Staff: Provide training sessions and resources to educate all employees about menopause, its symptoms, and its impact on work life. This can help build empathy and support among colleagues. See some of the resources signposted below
2. Implement Flexible Work Policies and practices
- Flexible Hours: Offer flexible working hours or shift arrangements to help manage symptoms like fatigue, insomnia, and hot flushes.
- Remote Work Options: Consider remote work, if business needs allow, to accommodate those who might find it easier to manage symptoms from home.
3. Enhance the Physical Work Environment
- Temperature Control: Ensure that the workplace has easily adjustable temperature controls to help manage hot flushes and maintain comfort.
- Private Spaces: Provide access to private rest areas where employees can rest or recover if they are feeling unwell.
- Comfortable Facilities: Ensure that there are clean, comfortable bathroom facilities equipped with essentials such as sanitary products and hand sanitiser.
4. Provide Health and Wellness Support
- Employee Assistance Programs (EAPs): Offer EAPs that include counselling services for mental health support, stress management, and coping strategies.
- Wellness Programmes: Introduce wellness initiatives that focus on holistic health, including nutrition, exercise, and mindfulness, which can alleviate menopause symptoms.
5. Training for Managers
- Sensitivity Training: Train managers to recognise and understand menopause symptoms and how they might affect work performance.
- Supportive Management Practices: Encourage managers to have private, supportive conversations with employees about their needs and any reasonable adjustments that can be made.
6. Promote Work-Life Balance
- Encourage Breaks: Promote regular breaks to reduce stress and prevent burnout.
- Workload Management: Be mindful of workloads and provide support to manage tasks during challenging times.
7. Creating a Menopause Workplace Policy
- Menopause Policy: Develop and implement a specific menopause policy that outlines the support available to employees. This policy should be communicated clearly to all staff. Contact us today to see how Roots HR can develop a Menopause Policy for your organisation
- Sick Leave Policies: Ensure that sick leave policies are flexible enough to accommodate time off for menopause-related health issues without penalty.
8. Peer Support Networks
- Support Groups: Facilitate the creation of support groups or peer networks where employees can share their experiences and offer mutual support.
- Mentorship Programmes: Develop mentorship initiatives that pair employees going through menopause with those who have already navigated this stage in their lives.
While menopause itself may not be classified as a disability, it is essential for social sector employers and HR professionals to recognise the challenges that menopausal employees may face and understand that there may be legal obligations on them to implement reasonable adjustments in the case of some menopause symptoms and their effects.
In addition, by fostering an inclusive workplace and implementing supportive practical measures such as those outlined above, social sector organisations can create an environment where all employees feel valued, respected, and able to perform at their best during this natural life transition.
Addressing menopause openly contributes to a culture of understanding and empathy, reinforcing your commitment to diversity and inclusion.
You can view Roots HR’s webinar on The Menopause and Work here.
Support Menopause in the Workplace With Roots HR
Contact us for support and advice on fostering an inclusive and menopause friendly workplace environment
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