In brief
The Equality and Human Rights Commission (EHRC) has published guidance for employers on menopause in the workplace. Although the guidance does not create any new obligations, it serves as a reminder of the difficulties the menopause can cause for some women and employers’ existing obligations.
Key takeaways
- Menopause can cause a range of both physical and psychological symptoms. Not all women will be impacted in the same way and employers should not make generalised assumptions.
- The EHRC’s guidance does not state anything new but confirms the position (as previously understood) that, in some cases, menopausal symptoms can have a long-term and substantial adverse impact on a woman’s ability to carry out her normal day-to-day activities, and therefore potentially amount to a disability under the Equality Act 2010. In those cases, the employer will be under a legal obligation to make reasonable adjustments.
- The guidance encourages employers to foster a culture where workers are able to talk openly about their symptoms and ask for adjustments to their work when needed. For more practical guidance on how employers can support workers experiencing menopause, please click here for our previous articles on this topic.
