October is Menopause Awareness Month, which is a great opportunity for employers to reflect on how they can provide menopause workplace support. While around half of the workforce will experience the menopause and menopause symptoms during their careers, it remains a topic which is often taboo in the workplace. However, it is essential for employers to have policies in place to ensure effective support.
Who might need menopause workplace support
While the menopause typically affects women aged 45 to 55, anyone with a menstrual cycle can experience it, regardless of age; certain surgeries, medical conditions or chemotherapy can trigger the menopause. Additionally, transgender men, non-binary individuals and those with variations of sex development (eg intersex people) can experience menopause. You should also consider that other colleagues may be indirectly affected if they are supporting someone going through the menopause.
Understanding menopause symptoms
Menopause can affect everyone differently and it can last for months or years. Although people experience menopause differently, common symptoms include:
- hot flushes;
difficulty sleeping;- heart palpitations;
- memory or concentration difficulties;
- worsening headaches and migraines;
- muscle aches and joint pain;
- recurrent urinary tract infections (UTIs); and
- low mood and anxiety.
Practical strategies for menopause workplace support
You will need to take a flexible approach to menopause workplace support because every employee’s experience will be different. You should consider any changes you can make in the workplace to support staff experiencing menopause.
Some changes you could implement include:
- Flexible working hours: where possible, be flexible with start and finish times to help staff manage their symptoms.
- Breaks: allow employees to take breaks when needed.
- Private rest areas: provide designated spaces where staff can rest.
- Remote working: facilitate working from home where possible.
- Leave: some staff may need time off if they cannot continue working.
- Role adjustments: some adaptation of the employee’s duties may be required to accommodate their symptoms.
- Environmental control: where practical, allow the employee to have control over their working environment, such as by placing their desk near a window or providing them with a fan.
- Changes to uniform: you may need to make adjustments to dress codes or uniforms (eg to make them cooler or more comfortable).
For longer-term adjustments, staff may make a flexible working request. It is essential that managers are trained to deal with such requests appropriately. Any changes should be documented and reviewed regularly; as an individual’s symptoms change, their menopause workplace support requirements may also change.
Discrimination and the menopause
Carefully handling menopause-related issues in the workplace is essential to avoid discriminating against your staff. While menopause is not a standalone ground for discrimination under the Equality Act 2010, it can be related to the protected characteristics of age, sex, disability and gender reassignment. Therefore, you must ensure that you do not treat staff less favourably because they are experiencing menopause. You must also ensure that you make reasonable adjustments for any employee whose symptoms give rise to a disability.
For more information on how to support staff with disabilities, see our Q&A here and here.
Dealing with time off work
It is important to respond with sensitivity to staff members who require time off work due to menopause symptoms. Make sure to keep staff medical information secure and confidential and comply with your data protection obligations for using sensitive personal data. It is also advised that employers take a flexible and supportive approach if staff need time off to attend medical appointments; see our Q&A on time off for medical appointments and emergencies for guidance on your legal obligations.
ACAS advises that menopause-related absences should be recorded separately from other absences in staff records to prevent any potential discrimination when assessing attendance.
For further guidance on how to deal with absences due to menopause, see our Q&A here.
Risk assessments
Conducting risk assessments is vital in order to ensure a safe workplace for everyone. When conducting your risk assessments, consider the unique needs of vulnerable groups, including those experiencing menopause. For more information about particularly vulnerable groups that you should consider in your risk assessment, see Who to include in a general risk assessment.
You can use General risk assessment for an office, General risk assessment for a shop or other business open to customers, General risk assessment for remote workers to carry out risk assessments within your business.
Facilitating open discussion
Creating an environment in which employees feel comfortable discussing the menopause is essential to effective menopause workplace support. Managers and team leaders must know how to deal with menopause issues sensitively and fairly. Facilitating open dialogue will help you to identify any necessary adjustments and can also help to reduce some menopause symptoms such as low mood and anxiety. Addressing any concerns proactively can prevent more serious difficulties in the future, such as grievances or discrimination claims.
Key takeaways
Providing menopause workplace support is not just a legal obligation; it’s a crucial part of fostering an inclusive and supportive workplace culture. By implementing flexible policies, promoting open conversations, and being sensitive to individual needs, employers can significantly improve the wellbeing of their staff.
The content in this article is up to date at the date of publishing. The information provided is intended only for information purposes, and is not for the purpose of providing legal advice. Sparqa Legal’s Terms of Use apply.
Becca joined Sparqa Legal as a Legal Editor in 2024 after transferring from FromCounsel. She previously worked as a caseworker at Advocate, the bar’s pro bono charity. Becca regularly writes for Sparqa’s blog, covering topics including employment, health and safety, intellectual property, and company law.