Women in the workplace have suffered in silence for many years with the effects of the menopause, for one reason or another not speaking out about how they have been affected and what that means for them, and how they continue to manage within the workplace. 2 million women over the age of 50 are thought to have difficulties at work with menopause symptoms, some ladies have even had to give up work whilst going through the menopause because the effects on them are so great, but why should employers help employees going through the menopause, and how can employers help to assist women in the workplace for something that every woman will go through at some stage within their lives?
Why help?
Legal
- Menopause tribunals are on the increase
- Leigh Best v Embark on Raw (2022) – Unfairly dismissed from job, male employer shouted must be on menopause, harassed due to sex and age and was victimised, awarded £20,000 for harassment and victimisation
- A Bonmarché (2019) – line manager refused to discuss the employee’s menopause with her or offer any support, awarded damages for loss of wages, harassment, unlawful detriment, and victimisation
- UK Laws in place to protect employees (Equality Act 2010)
- Prohibits discrimination on the grounds of sex and Disability under sections (6), (11) and (13)
Business Case/Economic Case
- Women affected by menopause often at the senior level
- Knowledge costs – losing someone with significant knowledge and experience
- The case study saw an employee with such significant brain fog she thought she was going through the early onset of dementia and resigned from her board member position, blood test showed highly deficient in hormone levels, got help and is now back in the workplace
- Recruitment costs
- ONS stats 2019 14M working days lost due to menopause symptoms
Demographic case
- Women are working longer
- Women between the ages of 50 and 64 are the fastest-growing working demographic
- Women tend to get menopause between the ages of 45 and 53, there are currently 3.5 million women of this age bracket working, that’s 23% of women in the workplace
- 18% of women were looking to leave their jobs because of their symptoms
Social Responsibility
- It’s the right thing to do – women should be supported
- Menopause should no longer be a taboo subject
- Reasonable to support women to remain in the workplace
How to support women in the workplace with the menopause
- Create a menopause policy for everyone to refer to (your Park City consultant can help with this)
- Raise awareness for all employees, colleagues and managers
- Ensure there are easy lines of communication
- Consider appointing menopause mentors in the business, similar to mental health in the workplace first aiders
- Consider pathways for easy access to menopause care and treatment
