Menopause – EHRC Guidance for Employers
The awareness and understanding of what the menopause is and what menopause related symptoms are, and the impact this can have on an individual’s ability to work has improved over recent years. It can however be difficult for employers to know what they can do to support an employee who has menopause related symptoms and how to approach the subject with them. There are often many questions is it a medical issue, is it part of natural ageing, does it affect everyone in the same way, should we have a policy?
Research conducted by the Institute of Personnel and Development revealed that around 67% of women aged between 40 – 60 experienced menopause related symptoms that impacted their ability to work. Symptoms referred to by those who were surveyed include an inability to concentrate, higher levels of stress, feeling unable to carry out tasks and difficulties dealing with colleagues and customers. The research also revealed that over half of those surveyed had time off work due to menopause related symptoms. This suggests there is more that could be done to support employees who have menopause related symptoms where those symptoms impact their ability to work or impact their working day. It is however also equally important not to assume that every woman in this age group will experience issues that impact their ability to work or which will affect their working day.
The Equality and Human Rights Commission (EHRC) recently published guidance for employers on menopause in the workplace. The guidance aims to help employers with their understanding of the menopause and the steps that can be taken to support employees who may be suffering with menopause related symptoms. The guidance covers:
- The difference between menopause and perimenopause
- What an employer’s legal obligations are and how menopause can fall under the Equality Act 2010
- Conversations about the menopause
- Making reasonable adjustments to an employee’s role
The guidance also contains two helpful videos explaining how menopause related symptoms can fall under the Equality Act 2010 and the steps an employer is legally required to take to support the employee, as well as the ways in which an employer can approach and hold a conversation with an employee around the menopause and their symptoms.
The guidance can be used as a tool for employers to use if they are not sure what their legal obligations are in relation to an employee who has menopause related symptoms and or the ways in which they can offer support. It is however important for employers to note that each employee is different and the symptoms they have are likely to differ, which means the steps taken in relation to one employee may not suit another and that some employees may need no support at all. The most important step an employer can take is to speak to the employee to determine how the menopause is affecting them personally and what support can be put in place to assist them. Treating an employee as an individual and not a definition can be really important in maintaining employee relations as can making the employee feel involved in what is being discussed with them.
The link for the EHRC can be found below for those who would like to read the guidance in further detail.
https://www.equalityhumanrights.com/guidance/menopause-workplace-guidance-employers
If you have a query regarding any of the points raised in this article, or if you have a query on another area of employment law, our friendly and professional team are here to help. Please speak with one of our Employment Law team on 01246 555 111 or contact:
Amy Hallam
Head of Employment
t: 0114 3496989
e: amy.hallam@brmlaw.co.uk
Ellie Leatherday
Associate
t: 01246 564002
e: ellie.leatherday@brmlaw.co.uk
Jade Taylor
Trainee Solicitor
t: 01246 560587
e: jade.taylor@brmlaw.co.uk
