[UK] New workplace menopause guidance

On February 22 in the UK, new guidance was published on menopause and the workplace It laid out the possible support options and employers’ legal obligations under the Equality Act 2010, People Management reports.

The Equality and Human Rights Commission (EHRC) guidance is intended to provide practical tips on making reasonable adjustments and fostering positive conversations about menopause.  

Baroness Kishwer Falkner - chair of the EHRC - said, “As Britain’s equality watchdog, we are concerned both by how many women report being forced out of a role [owing] to their menopause-related symptoms and how many don’t feel safe enough to request the workplace adjustments.

“An employer understanding their legal duties is the foundation of equality in the workplace. But it is clear that many may not fully understand their responsibility to protect their staff going through the menopause. Our new guidance sets out these legal obligations for employers and provides advice on how they can best support their staff.  

“We hope that this guidance helps ensure every woman going through the menopause is treated fairly and can work in a supportive and safe environment.”

The commission reportedly said that many women report experiencing negative impacts of menopausal symptoms in the workplace and some state that they felt compelled to leave their jobs.

Research has found that many working women aged 40-60 find that menopausal symptoms have a negative impact on them at work. Yet few employees request workplace adjustments during this time, often citing concerns about potential reactions.

The EHRC said, “As the number of women experiencing menopause while in employment increases, it is essential that employers know how to support workers experiencing menopause symptoms.

“Not only does this ensure they meet their legal responsibilities, but also that women in this group are able to continue to contribute to the workplace and benefit from work.”

EHRC measures for workplaces

The EHRC guidance includes a video setting out what businesses can do to mitigate the impact of menopause symptoms on women at work.

The measures reportedly include:

• Providing rest areas and quiet rooms
• Introducing cooling systems or fans for women experiencing hot flushes
• Relaxing uniform policies
• Providing cooler clothing
• Promoting flexibility of location
• Varying shift patterns

The video also provides advice on how to have conversations about menopause, explaining key ways employers can foster a culture where workers feel able to disclose their symptoms and ask for adjustments to their work.

The EHRC cited CIPD research revealing that two-thirds (67 per cent) of working women between the ages of 40 and 60 have experienced menopausal symptoms causing a predominantly negative impact on them at work.

Of those who were negatively affected at work, 79 per cent of respondents reportedly said they were less able to concentrate, 68 per cent said they experienced more stress, 49 per cent said they felt less patient with clients and colleagues and 46 per cent felt less physically able to carry out work tasks.

More than half of respondents could recall a time when they were unable to go to work as a result of their menopause symptoms.

Deborah Garlick - founder and CEO of Henpicked: Menopause In The Workplace - collaborated with the EHRC on the guidance.

Ms Garlick said, “I welcome the continued awareness and action this news will bring: it’s time for every single employer to take action.

“Every organisation is different and what works for one employer may not work so well for another. It's important that employers look at their own workplace and their workforce and find out from colleagues what measures will help them.

“Employers can start by engaging in training and education and setting up safe spaces where people can talk openly about how they're feeling and what's getting in the way of them being their best.

“Implementing a strong menopause policy demonstrates to all employees that colleagues’ health is a priority. A menopause friendly employer is an inclusive employer and shows that people’s wellbeing needs can be met.”

Source: People Management

(Links and quotes via original reporting)

On February 22 in the UK, new guidance was published on menopause and the workplace It laid out the possible support options and employers’ legal obligations under the Equality Act 2010, People Management reports.

The Equality and Human Rights Commission (EHRC) guidance is intended to provide practical tips on making reasonable adjustments and fostering positive conversations about menopause.  

Baroness Kishwer Falkner - chair of the EHRC - said, “As Britain’s equality watchdog, we are concerned both by how many women report being forced out of a role [owing] to their menopause-related symptoms and how many don’t feel safe enough to request the workplace adjustments.

“An employer understanding their legal duties is the foundation of equality in the workplace. But it is clear that many may not fully understand their responsibility to protect their staff going through the menopause. Our new guidance sets out these legal obligations for employers and provides advice on how they can best support their staff.  

“We hope that this guidance helps ensure every woman going through the menopause is treated fairly and can work in a supportive and safe environment.”

The commission reportedly said that many women report experiencing negative impacts of menopausal symptoms in the workplace and some state that they felt compelled to leave their jobs.

Research has found that many working women aged 40-60 find that menopausal symptoms have a negative impact on them at work. Yet few employees request workplace adjustments during this time, often citing concerns about potential reactions.

The EHRC said, “As the number of women experiencing menopause while in employment increases, it is essential that employers know how to support workers experiencing menopause symptoms.

“Not only does this ensure they meet their legal responsibilities, but also that women in this group are able to continue to contribute to the workplace and benefit from work.”

EHRC measures for workplaces

The EHRC guidance includes a video setting out what businesses can do to mitigate the impact of menopause symptoms on women at work.

The measures reportedly include:

• Providing rest areas and quiet rooms
• Introducing cooling systems or fans for women experiencing hot flushes
• Relaxing uniform policies
• Providing cooler clothing
• Promoting flexibility of location
• Varying shift patterns

The video also provides advice on how to have conversations about menopause, explaining key ways employers can foster a culture where workers feel able to disclose their symptoms and ask for adjustments to their work.

The EHRC cited CIPD research revealing that two-thirds (67 per cent) of working women between the ages of 40 and 60 have experienced menopausal symptoms causing a predominantly negative impact on them at work.

Of those who were negatively affected at work, 79 per cent of respondents reportedly said they were less able to concentrate, 68 per cent said they experienced more stress, 49 per cent said they felt less patient with clients and colleagues and 46 per cent felt less physically able to carry out work tasks.

More than half of respondents could recall a time when they were unable to go to work as a result of their menopause symptoms.

Deborah Garlick - founder and CEO of Henpicked: Menopause In The Workplace - collaborated with the EHRC on the guidance.

Ms Garlick said, “I welcome the continued awareness and action this news will bring: it’s time for every single employer to take action.

“Every organisation is different and what works for one employer may not work so well for another. It's important that employers look at their own workplace and their workforce and find out from colleagues what measures will help them.

“Employers can start by engaging in training and education and setting up safe spaces where people can talk openly about how they're feeling and what's getting in the way of them being their best.

“Implementing a strong menopause policy demonstrates to all employees that colleagues’ health is a priority. A menopause friendly employer is an inclusive employer and shows that people’s wellbeing needs can be met.”

Source: People Management

(Links and quotes via original reporting)