Employment tribunals involving menopause have increased by 44 per cent, according to Menopause Experts Group.
According to the annual The Trials Of Menopause Report, there were 23 employment tribunals referencing menopause in 2021, compared to 16 in the previous year. In 2021, the term ‘menopause’ was referenced 207 times in judicial documents, up from 118 mentions in 2020.
The examination into menopause and the workplace by the Women and Equalities Committee is anticipated to be published in the coming weeks, and it is expected to suggest that firms establish a menopausal policy.
Last year, 16 tribunals found companies guilty of disability discrimination, ten of sex discrimination, and 14 of unjust dismissal. Two-fifths of menopause employment tribunals were settled within a month of the hearing, but three instances took longer.
The group is urging companies to provide training on the symptoms, indications, and side effects of menopause to their employees.
Menopause Experts Group founder and CEO Dee Murray says: “Employers are starting to get the message about menopause in the workplace, but the growing number of employment tribunals in this area show that there’s still a lot of work to be done. Too many policies aren’t taking women’s needs into account, and more and more employees are showing that they are happy to stand up for themselves.
“The lack of education is dangerous for women’s health and unfair to their careers. What’s frustrating is the fact that there are so many training courses available to employers. Teaching our colleagues about menopause is vital if we are going to remove the stigma surrounding what is a big part of a woman’s life.”
Menopause Experts Group employment lawyer and non-executive director Adam Pavey says: “Awareness of menopause is far greater than last year, but we’re still seeing employers making the same mistakes when it comes to how they treat their employees.
Parliament’s Women and Equality Committee is soon to report back on the findings of its Menopause And The Workplace inquiry, and we’re hoping that they make some concrete recommendations that will improve the situation.
“Making menopause a protected characteristic is one option, but it is difficult to enforce and monitor, so the committee could push for a requirement that all employers have a menopause policy or a code of conduct, and increase penalties for firms that do not comply.Menopause tribunals are still divided between sex discrimination and disability discrimination cases, and the committee’s recommendation could help remove some of the confusion.”
