For any woman who has or is suffering from the symptoms associated with the menopause, describing it is a hot topic is no joke, but it has, in recent months become a major issue for employers. If not already on your radar, you need to review your policies and procedures, provide training to HR and Management and be prepared to listen to employees concerns about the impact of menopausal symptoms on quality of life and ability to carry out day to day activities.
The symptoms of Menopause vary from one woman to another. Some may glide through without noticing, for others, it is a living nightmare that causes mental health issues and daily embarrassment within the workplace. Symptoms can include anxiety, mood swings, brain fog, hot flushes and irregular periods. As well, as the legal implications, now established and new guidance published for employers to make reasonable adjustments. Reasonable adjustments are a requirement under the Equality Act 2010, and it doesn't stop there, because less favourable treatment associated with any woman in the menopause stages who can prove that was the reason behind that treatment, could claim sex discrimination as well as disability discrimination.
New guidance issued by the Equality and Human Rights Commission explains menopause symptoms that may have a long term and substantial impact on women’s day-to-day activities may be considered a disability. There are various explainer videos providing examples of reasonable adjustments; guidance also states that workers experiencing symptoms may be protected against less favourable treatment related to their menopause symptoms on the grounds of age and sex.
You can find out more information from the guidance at equalityhumanrights.com. We are here to listen and advise if you are suffering in silence at work and do not know your rights and how to exercise them by ensuring that your working life does not suffer and you receive the support you need to avoid being forced to leave your employment.
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