New Menopause Guidance

New Menopause Guidance

New menopause guidance

The Equality and Human Rights Commission have issued guidance today on dealing with menopause in the workplace.

It includes an explanation of the obligations on businesses not to discriminate, whether as a result of someone’s sex, age, disability or other protected reasons. It goes on to explain how it is possible that symptoms of menopause could amount to a disability in certain cases and what should be done to avoid discrimination.

Although it has made the news, what is being said is nothing new. It’s always been the case that if an individual has a physical or mental health condition which has a long term and substantial impact on the ability to carry out normal day-to-day activities, then that person could be considered to have a disability.

Regardless of whether the symptoms of menopause are serious enough to be a disability, it is advisable for employers to talk to women (or anyone who was born a woman) if they are struggling with the menopause. Discussing possible adjustments and agreeing what steps can be taken not only ensures employers have complied with their legal obligations but will hopefully help retain that member of staff.

Remember though, if someone has a disability the obligation to make reasonable adjustments. That is not the same as making any adjustment requested regardless of cost or practicality.

Unfortunately for some women (or those born women) the effects may be so significant that even with reasonable adjustments they are no longer able to do their job. Having conversations with staff and agreeing adjustments will mean a business will be able to demonstrate they have done all they can to avoid the need to bring employment to an end.

The new guidance can be found here (

If you need further advice as to how to deal with the menopause at work, please contact us.



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