World Menopause Day will take place on 18th October 2023 with the purpose of raising awareness of the menopause and the support options available.
Most affected individuals will generally go through the menopause between the ages of 45 and 55, although this can vary. For those individuals experiencing symptoms, it can be a very difficult and stressful time and not everyone will present with the same problems. An individual may also experience the perimenopause prior to the menopause, which can last for several years and post menopause.
What symptoms can be associated with the menopause?
The physical and psychological symptoms can vary but may include memory loss, difficulty concentrating, mood swings, hot flushes, exhaustion, headaches, insomnia, joint problems, low mood, anxiety and depression. Furthermore, and from a work perspective, an individual might have perceived performance related issues, a loss of confidence in their ability, have increased mental health conditions or absence.
Why is it important for an employer to understand the menopause?
An employer should understand that it is a health and wellbeing concern which should be managed properly and by applying some sensitivity. Employers should also recognise that it can be an extremely daunting and difficult time which can affect individuals both mentally and physically.
A failure to adequately support an employee may lead to a grievance and, ultimately, claims at an employment tribunal, for example, complaints of sex discrimination, age discrimination, disability discrimination and constructive unfair dismissal. The Equality Act 2010 protects workers against discrimination and the Health and Safety at Work Act 1974 provides that employers must, where reasonably practicable, ensure health, safety and welfare at work.
There may also be implications for work colleagues who fail to respect an individual experiencing the menopause, for example, by making inappropriate comments. Such action may result in disciplinary proceedings being invoked which, in some circumstances, could lead to dismissal.
What can an employer do?
An employer should be well informed and should adopt a strategy which will support anyone affected by the menopause. Particular examples might include the following:
- raising awareness in the workplace and reducing any perceived stereotypical behaviour
- promoting a supportive and open culture
- listening to anyone affected by the menopause
- providing training, for example, to line managers
- encouraging a positive approach and attitude to the menopause
- how to encourage those affected by the menopause to raise any problems that they are having and how to provide sensitive support
- whether menopause related absence should be discounted
- whether reasonable adjustments could be made, for example, flexible working arrangements, providing a desk fan etc
- creating a general wellbeing policy that recognises that the menopause is an important health issue
- ensure that flexible working and absence policies are in place
- to conduct a workplace assessment
- promote informal conversations with an appropriate member or members of the team or organisation and that the employee feels comfortable approaching that person
Management should demonstrate empathetic and compassionate leadership by being supportive and maintaining awareness. This will help to breakdown barriers so that employees are not embarrassed to approach their manager to discuss how the perimenopause/menopause/post menopause is affecting their health.
Summary
Many problems may arise where employers do not understand the adverse impact that the menopause can have or affected individuals feeling unable to approach their employer, for example, believing that they will not be taken seriously. An employer should operate under the best practical guidelines to not only support their employees but also to reduce the risk of potential litigation.
If you would like to discuss any of the issues in this blog, please contact us.
