The Equality and Human Rights Commission (EHRC) has released fresh advice for businesses on handling Menopause in the workplace. This guidance outlines practical steps employers can take to support their staff and emphasizes the potential legal consequences if they fail to do so. Read on to discover more about the new guidance on menopause in the workplace.
New Guidance on Menopause in the Workplace:
Menopause in the Workplace:
About 50% of the workforce experiences menopause, yet employers often overlook it at work. Many employees are increasingly concerned about how menopause affects them professionally. This poses various legal considerations for employers.
Legal Issues
Even though menopause is not a protected characteristic, discrimination laws related to age, sex, disability, and gender reassignment may apply.
Unfavourable treatment towards an employee experiencing Menopause could lead to sex and/or age discrimination. If the Menopause symptoms qualify as a disability, disability discrimination laws would protect employees.
Bullying and Harassment
Improper handling of Menopause can lead to workplace issues, such as harassment or bullying. Employers must be aware of potential unwanted conduct related to menopausal symptoms.
Health and Safety
Businesses are obligated to ensure the health and safety of all employees, including those experiencing menopause. This may involve considering the mental and physical impact of the work environment and making necessary adjustments for employees.
Practical Steps for Employers
Given the sensitivity of menopause, fostering a workplace culture that allows for open conversations is crucial. Employers may consider training HR professionals and managers to raise awareness, appointing a menopause champion and implementing a menopause policy which outlines expectations and accommodations, is advisable.
Upcoming Legislation
Whilst there is no specific legislation for menopause yet, there is an ongoing debate. Employers should stay updated on potential changes, and we can assist you by ensuring that you are kept updated via future articles on our website.
EHRC’s Guidance
The EHRC’s guidance encourages employers to take specific measures, including providing rest areas, introducing cooling systems, relaxing uniform policies, offering flexible work locations, and varying shift patterns.
The EHRC stresses the legal implications of not providing adequate support, which could include potential discrimination and harassment claims.
Understanding your legal duties as an employer is crucial for equality in the workplace. The EHRC guidance aims to clarify obligations and provide advice for supporting employees experiencing menopause in a better way.
Many women report negative impacts of menopausal symptoms at work, leading some to consider leaving their jobs. Research shows that menopausal symptoms often have a negative impact on work, but few employees request adjustments due to concerns about reactions at work.
Conclusion
We hope that this guidance will ensure fair treatment for women going through menopause, fostering a supportive and safe work environment.
If you have any questions, please do not hesitate to contact us.
Disability discrimination