What has the government rejected?
Protected characteristic – the government have refused to make menopause a protected characteristic under the Equality Act 2010 (EA). There’s been growing case law to show that it’s possible for menopausal symptoms to amount to a disability for the purposes of the EA providing a level of protection from potential discrimination.
Menopause leave and model policies – said to be ‘unnecessary’. Instead the government wants to focus on sharing best practice to support individuals and encourage flexible working arrangements to help manage symptoms.
Do we need legislation?
One in 10 women are likely to leave their job because of menopause symptoms. Need a few ideas to avoid becoming another statistic?
Policy – proactively build an open culture of understanding to support those affected. A great policy is just the beginning – it’s all about how you put it into practice. You’ll find ours on Intelligent Employment.
Training – 77% of businesses don’t train their managers about menopause. Creating understanding around menopause isn’t just for those who may be affected. Training colleagues will help normalise discussion and enable everyone to approach conversations with confidence.
Proactive steps – create menopause champions within the workplace, ensure any uniform is lightweight and breathable, provide portable desktop fans, cover the cost of NHS HRT prescriptions, be open to flexible working patterns and home-working to help manage symptoms…we could go on!
