World Menopause Day is this weekend (Saturday October 18th ), and provides a time to raise awareness about menopause.
Rather than just a one-day event, studios should take the opportunity to consider how they support their employees going through menopause all year round. This support is vital, now more than ever, as the number of menopause-related employment tribunals has more than tripled in the last two years, according to data published by HMCTS, with 204 cases citing menopause in 2024 compared to 64 in 2022.
Kate Palmer, Employment Services Director at HR and Health & Safety specialist Peninsula, explained: “The rise in menopause-related tribunals is astounding and certainly suggests that employers need to do more to support employees who are going through menopause.
“Whilst such a drastic increase may be due to increased awareness and discussion about menopause, there are no circumstances in which menopause should be a barrier to employment.
“Menopause symptoms can be completely debilitating and it’s important for employers to take their responsibility to employees seriously. As well as the moral implications of treating an employee differently due to a health condition, businesses must ensure they’re legally compliant with the Equality Act.
“Despite menopause itself not being a protected characteristic, employers must proceed with caution. Any health condition, including the menopause, may be considered a disability under the Equality Act if its symptoms have a detrimental impact to the employee’s ability to carry out their role for longer than a period of 12 months. Placing an employee at a detriment because they are going through menopause could also leave you at risk of an age or sex discrimination claim.
“Employers should take a proactive approach to supporting employees who are experiencing menopause symptoms.”
Here are a just a few ways which employers can offer support:
Implement a dedicated menopause policy
Start by creating a specific menopause policy. The policy should include all steps that employees going through menopause can take, and the support measures which are available. This policy should be made available for all staff and regularly reviewed.
Run menopause training sessions
Once employers have a policy in place, it’s important that all staff members, especially those in management positions, receive training on how to embed this policy into workplace culture.
Managers should be able to show compliance with the law relating to menopause, understand how to talk to employees who’ve raised concerns about menopause, provide guidance on how the business aims to support those going through menopause, and outline reasonable adjustments to work duties, locations, and conditions.
Adapt your work location
The physical work environment can have a significant impact on those experiencing menopause. To increase comfort, employers should consider making amendments to the workspace, such as improving ventilation, controlling temperature, or changing desk location.
Consider flexible working arrangements
Finally, another way to support employees during menopause is being flexible with their working arrangements, allowing them to work in a way that makes them the most comfortable.
As well as changes to working hours, employers can also consider allowing longer or more frequent breaks or temporary adjustments to work duties.
You can find more resources and information here – https://themenopausecharity.org
