Employers could face legal action if they fail to adequately support workers experiencing menopause symptoms
If menopause symptoms have a long-term and substantial impact on an employee’s ability to carry out normal day-to-day activities, they may be considered a disability.
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As such, under the Equality Act 2010, an employer will be under a legal obligation to make reasonable adjustments and to not discriminate against the worker.
Additionally, workers experiencing menopause symptoms may be protected from less favourable treatment related to their menopause symptoms on the grounds of age and sex.
Equality in the workplace
Baroness Kishwer Falkner, chair of the EHRC, said: “As Britain’s equality watchdog, we are concerned both by how many women report being forced out of a role due to their menopause-related symptoms and how many don’t feel safe enough to request the workplace adjustments.
“An employer understanding their legal duties is the foundation of equality in the workplace. But it is clear that many may not fully understand their responsibility to protect their staff going through the menopause.”
The EHRC is encouraging employers to carefully consider the new guidance and adapt their policies and practices accordingly, to ensure fairness and inclusivity in the workplace.
Baroness Kishwer Falkner added: “Our new guidance sets out these legal obligations for employers and provides advice on how they can best support their staff.
“We hope that this guidance helps ensure every woman going through the menopause is treated fairly and can work in a supportive and safe environment.”
Read the EHRC guidance here.
Read more: Menopause in the workplace: are firms providing adequate support?
