AUTUMN 2022 MENOPAUSE SUPPORT Being more menopause aware can help employers retain their talented older staff Ageing enlightenment Women make up nearly half of the UKs workforce, but around 900,000 have left their jobs because of periods, fertility struggles, pregnancy or the menopause. Six in 10 menopausal women say their symptoms have had a negative impact on their work The menopause is a natural part of ageing that usually occurs in women between the ages of 45 and 55, as their oestrogen levels decline. An estimated 13 million women in the UK are living with the menopause, and six in 10 of them say their symptoms have had a negative impact on their work. Everyone is different, so symptoms can fluctuate and be felt to varying degrees. Among the typical symptoms are: mood disturbances, anxiety and/or depression; memory loss; panic attacks; loss of confidence; reduced concentration; hot flushes; sleep disturbance; muscle and joint stiffness, aches and pains; headaches; and heart palpitations. The Federation of Small Businesses (FSB) has become the latest employer to commit to the Menopause Workplace Pledge, which aims to raise awareness of and improve support for women in the workplace experiencing menopause. Run by Wellbeing of Women, the pledge was launched in October 2021 and nearly 1,000 employers from across the UK have signed up to date. According to the FSB, 64 per cent of small businesses employ at least one woman aged 50 or over, and it hopes that more firms will sign the pledge to help retain this talent. The FSB is also a member of the governments 50PLUS Choices Employer Taskforce, which makes recommendations on how the government, employers and society can enable fulfilling work lives for those going through the menopause. Its recent webinar on menopause in the workplace discusses practical advice and solutions to help small businesses support their employees and line managers. What should employers be doing? There is no legal requirement for an employer to have a workplace menopause policy. However, having one can make staff more aware of the issues, and of the support and procedures in place to help those who are experiencing menopause symptoms to continue doing their job effectively. This, in turn, encourages a better work culture, staff retention, reduced absence, and improved performance. It may also reduce the risk of poor employee relations, or even employment tribunal claims. ACAS guidance states that a menopause policy can help everyone in the organisation understand what the menopause is, how it can affect people differently, and what support is available to staff affected by it. The policy could also: n Explain what training is provided to managers, supervisors and team leaders n Outline who the organisations point of contact is for queries related to the menopause n Show how the organisation is open and trained to talk about, and listen sensitively to, the effects of the menopause. Rather than having a separate, standalone menopause policy, some employers may choose to deal with workplace issues related to the menopause in accordance with their existing policies, such as flexible working, sickness absence and equality policies. Credit: Karen Woolley, development manager, Federation of Small Businesses Image: iStock / Biserka Stojanovic / Angelina Bambina For more information about managing the menopause in the workplace, go to the FSB website. The legal position Menopause is not a specific protected characteristic under the Equality Act 2010, but menopause discrimination is largely covered under the protected characteristics of age, sex and disability. Although tribunal cases in relation to the menopause are rare, women have brought successful claims based on a protected characteristic related to the menopause. The Health and Safety at Work Act 1974 provides for safe working, which extends to conditions when experiencing menopausal symptoms. Employers have a legal duty to ensure that working conditions dont exacerbate an employees symptoms. They should support people with menopausal symptoms in the same way as they would with any other health condition. For further information, please contact your local Trading Standards Service