At least half of us are going to experience menopausal symptoms at some point, says Katie Ash, and this is why we need to know how to manage it and talk about it in the workplace.

According to the charity Wellbeing of Women, women make up nearly half of the UK workforce, but around 900,000 have quit their job because of the menopause. That’s a truly eye-opening statistic, and so it is hardly surprising that we have seen an increase in enquiries on this matter of late.

Be aware of the issues

After all, it is a natural stage of life that is going to affect around 50% of us at some point, including women, trans people and intersex people.

While the symptoms of menopause do vary from person to person, for many it can be a difficult and stressful time, with some people experiencing both physical as well as emotional changes that can have a significant impact on their ability to continue working as normal.

 It is therefore really important that employers are aware of the issues that affect people experiencing the menopause matter and that it is dealt with in a sensitive way – not only because that is the right thing to do, but also in line with the Equality Act 2010 which protects workers against discrimination.

While menopause itself is not a protected characteristic, sex is, and so any employee or worker who is treated less favourably as a result of any associated symptoms could bring a claim against their employer if they feel they have been treated less favourably as a result.

That means menopause symptoms should not factor into any decision made relating to, for example, promotions or redundancies.


Treat it the same way as you would any other ongoing illness

Equally, as with any ongoing mental or physical illness, employers should look at any reasonable adjustments that can be made – either to the working pattern, location or role related tasks – to remove any disadvantage that the employee might experience because of it.

For example, something as simple as a more relaxed dress code, more flexible work times or more regular breaks, or even simply moving a workspace so that it is closer to better ventilation, might make a real difference.

One of the most effective ways to both prepare for any such situation, or to manage the matter once it arises, is to keep the lines of communication open. Providing training to managers to ensure they are equipped to offer support will also provide reassurance and ensure that any conversation is dealt with appropriately.

If an employee feels that they have the support of the team around them, they are far more likely to open up about the challenges they are experiencing and, as a result, to discuss potential ways to manage or mitigate those issues – including mental health conditions linked to increased stress, such as anxiety or depression.

Of course, the Health and Safety at Work Act 1974 also plays an important role here, as it states that an employer must do what it can to ensure the health, safety and welfare of everyone at work. A failure to comply can have very serious consequences for businesses, including fines.


Communication is key

If someone is struggling as a result of their symptoms, and that is compromising their safety or wellbeing, or the safety of others, an employer needs to take steps to address it.

Again, an open dialogue with employees which allows them to raise concerns about their physical or mental health will help, especially if you can demonstrate that procedures are in place to help them continue to do their job.

Employment law is constantly changing and dealing with HR and employment law issues can be one of the most difficult factors in running a business or organisation.

Katie Ash is head of employment law at Banner Jones, which has signed the Wellbeing Of Women’s Menopause Workplace Pledge