Menopause is something which is estimated impact 80% of women during their working lives.  The symptoms can vary greatly, ranging from very minor symptoms through to severe.

Menopause is becoming a topic which, rightly, is discussed much more by workplaces, including HR professionals, senior leaders and line managers, who are realising that providing effective support is key to employee wellbeing, retention and inclusion—and it can also be a legal obligation.  A consistent, informed approach helps people remain productive and confident at work while reducing the risk of grievances, absence and discrimination claims.

The legal position

Menopause is not itself a protected characteristic under the Equality Act 2010. However, unfavourable treatment connected with menopausal symptoms may amount to discrimination, harassment or victimisation where it relates to a protected characteristic such as sex, age or disability.  If symptoms have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities, they may meet the Act’s definition of disability. In that situation, the employer has a duty to consider reasonable adjustments and must avoid disability discrimination.

The Health and Safety at Work etc. Act 1974 also requires employers, so far as is reasonably practicable, to protect employees’ health, safety and welfare. Workplace risk assessments should therefore consider whether factors such as temperature, ventilation, uniform requirements, access to drinking water, toilets, rest areas, shift patterns or home-working arrangements could worsen symptoms.

How can you manage your symptoms during job searching?

Job searching can be a difficult time for individuals, requiring a great deal of focus, resilience and determination.

Trying to balance this alongside physical, or mental, symptoms of menopause can make this challenging situation even harder.

Looking after your own wellbeing is essential, as is taking time to understand your needs and allow yourself time to balance these as part of your job search.

When securing a role, you may want to consider requesting reasonable adjustments including flexible hours, home working where feasible, additional breaks, access to a quiet rest space, changes to uniform, improved ventilation or a desk fan.

Further guidance can be found: EHRC guidance and watch its explainer videos, and consult Acas guidance on menopause and discrimination.

If you have any questions regarding this topic, please don’t hesitate to contact: tracey@cvprime.couk