Five adjustments employers can easily make to assist employees experiencing menopause

With October being internationally recognised as World Menopause Awareness Month, Helen Russell, HR consultant and Alex Barr, trainee solicitor, look at the key facts about menopause.

Firstly, what menopause is, how it can affect people, and what employers can do to assist colleagues who may be dealing with it.

What is menopause?

 Menopause is when someone’s periods stop, and typically happens to people between the ages of 45 – 55, though there are exceptions.

As it is linked to the menstrual cycle, anyone who has a menstrual cycle can experience menopause. As such, this includes women, transgender and non-binary people, as well as transgender men with ovaries and transgender and intersex women; it is important to stay aware of the wide variety of employees who can experience menopause symptoms.

Along with traditional symptoms (hot flushes, mood swings and changing body shape etc.), the NHS has compiled a list of the most prevalent symptoms which can be found here.

The process, and the effects it can have on someone, range in terms of severity but can be significant and symptoms can have an impact on workplace behaviour, habits and output.

It is for this reason that employers should recognise the potential impact of menopause, and the associated symptoms, as serious issues.

Five reasonable adjustments employers can make and why it is important to do so

 There are many ways in which employers can aid an employee experiencing menopause and suggestions to consider, including;

1. Giving an employee a preferable working environment in consideration of their symptoms, for example someone who suffers hot flushes may want to be situated next to a window.
2. Allowing hybrid working where appropriate, as access to facilities at home may help them more effectively manage physical symptoms.
3. Allowing more flexibility over when an employee starts and finishes work, which could greatly benefit an employee who is struggling to get adequate rest or exercise, two factors which have been known to improve the effects of the symptoms of menopause.
4. Allowing employees time-off when menopause symptoms worsen, for example to attend medical appointments. It is noteworthy that ACAS recommends menopause linked absences should be recorded differently when compared to the usual absence procedure used; and
5. Providing opportunities for employees to take breaks when menopause symptoms become particularly severe.

An open relationship with an understanding line manager will greatly aid an employee’s ability to raise issues.

In addition to supporting employees, introducing pre-emptive measures, could help to reduce the possibility of employers falling foul of legislation. In any event, as part of their duty of care to employees, employers would be well advised to ensure that they make dialogue about such issues the norm.

After all, if employees know that they can seek help, they will likely be upfront with managers if symptoms become problematic.

In addition, and employee welfare aside, precedent has been set in the Employment Tribunal that severe menopausal symptoms can amount to a disability for the purpose of the Equality Act 2010.

An Employment Tribunal case as recent as August 2023 displayed this fact when in Lynskey v Direct Line Insurance Services Ltd the mismanagement of a telesales consultant, who was suffering from severe menopause symptoms, prompted her resignation; she was subsequently successful in her claim for discrimination.

Removing the stigma surrounding conversations about menopause

The above adjustments (and many others which will be case dependent) may aid an employee who is suffering the effects of menopause. However, they can only be effectively implemented, and the subsequent advantages felt by employees, if more openness is introduced to the conversations in the workplace regarding menopause and the issues it poses to members of staff.

A recent study conducted by the Fawcett Society found that, in relation to the menopause.

• One in ten of those surveyed said they had left a job.
• 44% said that their ability to do their job had been affected.
• Eight in ten said that their employer provided no support.
• 52% said that they lost confidence at work.
• 41% reported that colleagues had treated menopause symptoms as a joke.

If proper support systems were introduced to assist an open dialogue regarding the impacts of menopause, then the instances of situations listed above would be far less prevalent.

Further measures could include a workplace-wide training programme.

As well as education, this could ensure all employees who hold management or supervisory positions are adequately trained to enable them to provide appropriate support.

A further example could be the appointment of a menopause champion, mirroring the role of Mental Health First Aiders, who can act as a point of contact for those suffering from menopause related issues.

An additional measure employers may wish to consider is the introduction of a menopause policy, which could outline details of the points raised in this article, provide clarity for all concerned, and signpost where further assistance can be accessed.

If you require assistance with the drafting of a menopause policy or have any other concerns or queries arising from the points raised within this article, please get in contact our employment team.