Reasonable Adjustments for Menopause in the Workplace | EHRC Guidance
Gain clarity around menopause support in the workplace!
Welcomed and celebrated by many, seen as a potential pitfall for menopausal women by others!
Whatever someone’s view, the guidance issued by The Equality and Human Rights Commission (EHRC) on making 'essential' reasonable adjustments for menopausal employees in the workplace needs attention. Ignoring menopause in the workplace is no longer an option - doing so may pose significant risks for organisations moving forward. Employers must grasp the legal obligations and best practices regarding menopause, to prevent discrimination and costly tribunal claims.
The EHRC's guidance on making reasonable adjustments for menopausal employees will be indispensable for businesses that have yet to put menopause support on their agenda. Recognising menopause as a natural life stage, the EHRC confirms menopause is protected under the Equality Act 2010, on the grounds of age, sex, and potentially disability discrimination. The watchdog’s guidance emphasises the need for person-centred support to ensure anyone experiencing menopausal symptoms can remain in employment, work effectively, and in comfort!
We thought we’d take a practical look at what businesses - from SMEs to the big employers - can do to ensure they’re moving with the times, and moving menopause support forward.
Understanding diverse menopause symptoms, impact & experiences in the workplace
Employers need to understand the wide range of menopausal symptoms which can vary hugely depending on factors such as age, ethnicity, neurodivergence, disability, and gender identity, including those of trans and non-binary people. Symptoms are diverse and unique to everyone, with some overlaps but no standardised experience of menopause.
Recognising the potential impact of symptoms on work performance and well-being is fundamental for implementing effective adjustments. While there's no universal solution, addressing common threads through practical, low-cost adjustments can make a real difference.
What are some of the reasonable adjustments for menopausal employees?
Reasonable adjustments for menopausal employees should include a range of supportive measures that can be tailored to individual experiences, facilitating a person-centred approach for the employees who will need it. Key adjustments and support systems may include:
Implementing supportive policies and training to ensure all staff understand menopause and how it can impact work.
Raising awareness within the organization.
Promoting a supportive and inclusive workplace culture where discussions about menopause are encouraged and stigma is reduced.
Signposting support resources, so managers and employees know what is available.
Offering agile or flexible working arrangements to accommodate fluctuations in menopausal symptoms.
Supportive temperature control in work environments & uniform considerations.
Ensuring appropriate facilities are available, tailored to the sector, roles, and locations.
In a recent Unite survey, 83% of respondents lacked access to menopause support at work. Calls for action included mandatory menopause training for employers, as many managers seemed unaware of its health implications. Consequently, respondents felt uncomfortable discussing menopause, especially in male-dominated environments.
The effectiveness of any adjustments relies on raising awareness among managers and the wider workforce, to reduce stigma, and create an environment where people feel comfortable talking about their needs. Without this awareness and understanding, the best-intentioned adjustments may fall short in supporting menopausal employees.
Employees are now more socially aware, better informed about menopause (and support at work) due to celebrity sharing and media coverage. It’s important that organisations take steps to re-evaluate workplace practices to make them suitable for all employees.
February 2024
Positive Pause can help you foster better menopause support at work!
Does your organisation want to move with the times and move menopause support forward?
Positive Pause, experts in menopause, transform the workplace dialogue on menopause, with empowering awareness sessions for managers and all employees on a once- taboo topic, nurturing a more inclusive, supportive workplace.
Email us today with your organisation's specific requirements.