Menopause in the workplace 2023 update

Thanks to Moorcroft LLP and the Online Menopause Centre (OMC) for helping us to create this insightful and informative overview. All statistics and information had been gathered from one of their recent webinars.

What general support is currently in place for those affected by menopause?

Following the Government rejecting the Women and Equalities Committee's call to amend the Equality Act (2010) and have Menopause as one as a protected characteristics, and no plans for changing this in the near future, there continues to be an absence of any regulated best practice on how such health conditions should be manged. Employers are left to use their own initiative and support their staff with little guidance.

It is important to note, however, there is still a legal angle that is evidently being challenged through other protected characteristics; Age, Sex, Disability, Unfair Dismissal, Constructive Dismissal Claims, where menopause forms a part. Such claims involving menopause are on the rise, such as the A v Bonmarche Ltd. 2019 case.

What can employers do?

• Raise awareness in the workplace about such health condition symptoms, signs and where support can be obtained from.
• Normalise the subject and encourage discussion, the more we talk, the more there'll be learning and understanding about a vital health subject that has long been a taboo.
• Create your own Menopause Policy and embed best practice support in how procedurally such matters can be supported.
• Have Menopause Mentors available in the workplace.
• Be inclusive in how menopause may affect any employee and deal with matters on an individual basis.

For more information about how HR & OD Consultancy can support your Menopause and Workplace Wellbeing needs book a meeting straight into our diaries or reach out via email alice@youhr.co.uk