Nearly two thirds (65%) of employers don’t provide any menopause-specific support to employees, according to a poll of employers and HR professionals.

Research* found that only 15% of managers and employees discuss menopause openly in the workplace.

Nearly seven in ten (68%) line managers also don’t understand the legal risks and obligations of managing staff going through menopause, and 13% of line managers aren’t comfortable handling menopause-related issues in the workplace.

The findings suggest that more education needs to be done in the workplace to stop it from being treated as a taboo subject. As part of an organisation’s equality, diversity and inclusion (EDI) strategy, businesses must consider embedding menopause-specific support and training to address this issue.

The Fawcett Society found that one in 10 women who worked during menopause left a job due to their symptoms. If employees aren’t supported properly, they will leave the workplace, adding to organisations’ recruitment challenges.

Jane Hallas, Head of Team and Solicitor at WorkNest, commented, “It’s concerning to see that most managers are unaware of the legal risks associated with menopause. If organisations don’t understand the legal risks, it won’t be long before they fail to provide the appropriate support to staff managing menopause. This could result in a grievance for being discriminatory or, even worse, taken to an employment tribunal.”

“While there isn’t specific legislation addressing the impact of menopause in the workplace, The Equality Act 2010 protects people from discrimination in the workplace relating to ‘protected characteristics’ and includes both direct and indirect discrimination and harassment. An employee suffering from menopause who fails to receive appropriate support could risk sex, age or disability discrimination claims. There are also risks around constructive and unfair dismissal claims if employees are not supported appropriately.”

Other findings include:

• While almost a quarter of respondents (23%) offer some menopause-related support, around one in ten (12%) currently provide a menopause policy to their employees.
• Over half (56%) of managers and employees are reluctant to talk about menopause at work to a certain extent.
• Just under one third (30%) of managers and employees are entirely reluctant to discuss menopause in the workplace.

Jane continued, “Menopause is a workplace issue, so a lack of knowledge about menopause may mean an employee can face misdiagnosis with constantly having health issues, which restricts them from fulfilling their normal role and having time off work.”

Lorna Gemmell, Employment Law and HR Training Manager at WorkNest, added, “While line managers aren’t expected to be experts in menopause issues, they should listen and, wherever possible, respond sympathetically to any requests for adjustments at work. In addition, supporting managers with training around menopause can give them confidence in having conversations and educate them about the potential impact menopausal symptoms can have on an employee’s performance plus how to provide them with appropriate support.”

WorkNest *