Menopause in the workplace can present various challenges for company policy, as individuals may experience a wide range of physical and emotional changes that differ significantly from one another.
Although the Equality Act 2020 does not directly list menopause as a protected characteristic, a pivotal ruling in an employment tribunal (the case involving Mrs. M Lynskey and Direct Line Insurance) established that symptoms of menopause could be deemed a disability when they persistently and significantly hinder a woman’s daily activities.
The tribunal determined that the company did not accommodate Mrs. Lynskey’s symptoms associated with menopause, which included feelings of depression, anxiety, emotional fluctuations, low self-worth, and difficulties with memory and focus. These symptoms were officially recognized as a disability, leading to adverse treatment and ultimately, her decision to resign.
In today’s article we provide a brief outline of some of the considerations companies should take when taking into account the legal ruling.
Menopause in the Workplace Do's
Raise Awareness:
Educate employees and managers about menopause symptoms, their impact, and the need for empathy and support.
Flexible Working Arrangements:
Offer flexible schedules, remote work options, and adjustments to accommodate menopausal symptoms.
Reasonable Adjustments:
Make necessary workplace adjustments, such as temperature control, quiet spaces, and ergonomic seating.
Training for Managers:
Train managers to recognize menopause-related challenges and respond with sensitivity.
Open Communication:
Encourage open dialogue between employees and managers regarding menopause-related needs.
Menopause in the Workplace Don’ts
Avoid Stigmatisation:
Refrain from making assumptions or negative comments about menopause.
Don’t Dismiss Symptoms:
Take menopause symptoms seriously; avoid downplaying their impact.
Avoid Inflexibility:
Be open to adjusting workloads, deadlines, and expectations during challenging periods.
Don’t Ignore Complaints:
Investigate and address any complaints related to menopause discrimination promptly.
Avoid Gender Bias:
Ensure that menopause-related issues are not treated differently based on gender.
Menopause in the Workplace Things to Remember
Equality Act 2010:
Menopause symptoms can be considered a disability under this legislation.
Reasonable Adjustments:
Employers must make reasonable adjustments to support menopausal employees.
Case Law:
The Lynskey v Direct Line Insurance Services Ltd case established menopause as a disability.
Menopause in the Workplace Best Practices
Policy Review:
Update policies to include menopause-related provisions.
Training Programs:
Implement training on menopause awareness and support.
Health and Wellbeing Initiatives:
Promote overall wellbeing, including menopause support.
Employee Assistance Programs:
Offer confidential counselling and advice services.
Flexible Work Options:
Allow flexible hours, remote work, and job-sharing arrangements.
Obstacles
Stigma:
Overcoming societal stigma around menopause.
Lack of Awareness:
Employees and managers may lack understanding.
Resistance to Change:
Some may resist adjusting workplace practices.
Inconsistent Implementation:
Ensuring uniform application of policies.
Troubleshooting
Individualised Support:
Tailor solutions to each employee’s needs.
Manager Training:
Continuously train managers to manage menopause-related issues.
Feedback Mechanisms:
Create channels for employees to provide feedback.
Peer Support Networks:
Establish peer support groups for menopausal employees.
Remember that supporting menopause in the workplace benefits everyone. By fostering an inclusive environment, you enhance employee satisfaction, productivity, and overall company success.
For more information or to discuss your company’s specific needs, feel free to contact us. We’re here to help you navigate menopause-related challenges and promote equality in your organisation.
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