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Rayner my parade! The importance of specialist advice.
Jemma Brimblecombe
New guidance on menopause in the workplace was issued today by the Equality and Human Rights Commission (EHRC).
Research shows that one in ten women experiencing the menopause have left their jobs due to extreme symptoms, while two thirds of working women between the ages of 40 and 60 say menopausal symptoms have had a negative impact on them at work.
Given the number of women experiencing menopause while in employment is increasing, the EHRC regards it as essential that employers know how to support menopausal women, both in terms of their legal obligations and so that they can continue to contribute to the workplace.
We have certainly seen an increase in queries from employers and employees involving menopause symptoms.
Depending on their severity and the impact they have on a woman’s ability to carry out day-to-day activities, the symptoms of menopause may mean that a woman is disabled for the purposes of the Equality Act. Research also shows that women experiencing symptoms often don’t feel comfortable requesting workplace adjustments. They may also be at risk of harassment or discrimination on the grounds of age or sex.
Employers need to be ready to put in place measures and policies to recognise this.
The EHRC guidance published today will assist employers to put support mechanisms in place sooner rather than later, not only to reduce the risk of claims but also to retain and safeguard the wellbeing of some of their key members of staff, typically at the peak of their career.
Reasonable adjustments could include changing an individual’s start and finish times, providing desk fans/ventilation, providing access to a quiet space/room and access to cold water.
Inclusive employers should also be educating their workforce about menopause related issues and have proper policies in place that deal with banter, victimisation and discrimination in all its guises.
Given the societal conversation that is happening on the menopause, those who are at this stage in their life are willing to be increasingly vocal about their challenges and assertive of their rights. Employers need to alive to this from a risk and retention perspective.
further information
If you have any questions or concerns about the topics raised in this blog, please contact Emmanuelle Ries.
about the author
Emmanuelle Ries is recognised as a specialist of employment issues arising in cross border situations. She provides support to corporate clients with day-to-day employment law advice from recruitment, contractual and secondment documentation to issues arising at the end of the employment relationship. Emmanuelle is bilingual in English and French.
We welcome views and opinions about the issues raised in this blog. Should you require specific advice in relation to personal circumstances, please use the form on the contact page.
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