The Equality and Human Rights Commission (EHRC) is currently conducting an important survey on menopause and the workplace. Time is running out to share your views on this important topic. The survey will officially close at 5pm on Monday, March 24. This is an excellent opportunity for individuals and employers to provide feedback on workplace experiences and help shape future policies.
Why should I care about this survey?
Menopause can have a significant impact on employees, affecting their health, well-being, and ability to perform their roles effectively. But so many businesses are letting their workers down by not addressing it. It affects half the population yet the topic is still surrounded by stigma. And the facts speak for themselves. Well over half of women in the workplace have taken time off due to menopause symptoms. Recent research indicates that two thirds of women who had experienced menopause symptoms at work had a mostly negative impact on them at work, and many women end up having to leave their jobs because they say they just aren’t being supported at work.
While there is some growing awareness, many women and people going through menopause continue to face workplace challenges, from lack of support to potential discrimination.
Last year, the EHRC published resources to help employers better understand their legal obligations and how they can support employees navigating menopause. Now, they are seeking feedback on what more needs to be done to ensure no one is disadvantaged at work because of menopause.
A legal responsibility – and an ethical one
Under the Health and Safety at Work Act 1974, someone going through menopause could be given leave if they showed symptoms caused by menopause, such as anxiety and depression, joint pains and sleeplessness. Under the Equality Act 2010, employers could be guilty of discrimination on the grounds of age, sex or even disability discrimination if they failed to take into account the potential impact of menopausal symptoms. These symptoms could be considered a disability which means there’s a legal requirement to consider reasonable adjustments and, importantly, that employment tribunals could be an option if firms fail to provide support. These adjustments were things like time off, flexible hours, relaxed uniform policies and rest areas.
Many organisations still lack clear policies or training on the issue. But the Labour government launched its “Equality at Work,” part of which says that it would be mandatory for companies with over 250 employees to publish and share a personalised Menopause Action Plan, to ensure employees affected have the support they need from their employers to continue working. It demonstrates that the issue of menopause in the workplace is gaining traction.
Under this law, which likely won’t be passed before 2026, employers will be required to create, publish and regularly update a report showing the steps they commit to take to ensure affected employees are fully supported. Steps may include :
- accommodations such as paid leave
- uniform adjustments
- temperature control measures
- flexible working arrangements
- designated spaces for HRT treatment administration
The government has also promised to publish guidance on menopause for companies of all sizes on uniform and temperature issues, flexible working arrangements, and logging menopause-related leave and absence to help businesses build their plans.
What should employers do now?
For businesses looking to strengthen their approach to menopause support, VinciWorks offers a range of menopause resources, including:
- Guides on legal responsibilities for employers
- Training courses to educate staff and managers
- Policy templates to help create inclusive workplace practices
How to take part in the survey
If you have experiences, insights, or suggestions on how workplaces can better support those going through menopause, now is the time to speak up. Your feedback can help shape policies that improve workplace inclusivity and ensure that there are fairer, more supportive workplaces for everyone.
Don’t miss this opportunity: Submit your response before 5pm on Monday, March 24.
