Menopause is something that will affect nearly every woman during her working life, yet for far too long it has been regarded as a private issue rather than a workplace matter. The reality is that menopause can have a significant impact on women’s health and wellbeing at work. Symptoms such as fatigue, poor concentration, anxiety, and disrupted sleep can affect performance and attendance, and many women report feeling unsupported or misunderstood by their employer.
From a legal perspective, this is not something businesses can afford to ignore. The Equality Act 2010 makes it clear that employees are protected against discrimination. Depending on the circumstances, unfavourable treatment linked to menopause could amount to sex discrimination, age discrimination, or even disability discrimination where symptoms are severe. Employers also have duties under the Health and Safety at Work Act 1974 to safeguard the health and welfare of staff, which extends to ensuring workplace conditions do not worsen menopausal symptoms. The Employment Rights Act also provides protection where an employee is dismissed or feels forced to resign because they have not been supported.
Employers who fail to act risk not only legal claims, but also the loss of valued and experienced staff. The good news is that simple, practical steps can make a real difference. Introducing a menopause policy is a positive way of setting out the support available and reassuring staff that the issue will be taken seriously. Training line managers is equally important so that they can have open and sensitive conversations. Adjustments do not need to be complicated – flexibility around hours, changes to uniforms, or the opportunity to take short breaks can all help staff to continue performing at their best.
For employees, it is important to know that you do have rights. If you are struggling, you should feel able to raise the issue with your employer and request reasonable support. Where that support is not forthcoming, legal remedies may be available.
More broadly, businesses should recognise that tackling menopause in the workplace is about culture as much as compliance. By normalising the conversation and embedding support within wider wellbeing strategies, employers can create an environment where women feel able to thrive at every stage of their career.
At Richard Reed Solicitors, we work with both employers and employees to navigate these issues our Employment Law team is here to help. If you would like to know more about how the law applies in your workplace, please get in touch with us.
