The government has been urged by the House of Commons Women and Equalities Committee to amend the Equality Act to include menopause as a protected characteristic and to force companies to make reasonable accommodations, including leave, for menopausal employees.
The new report released today found that employers’ lack of support for menopausal symptoms is driving ‘highly skilled and experienced’ women out of work, with knock-on effects on the gender pay gap, pension gap, and the number of women in senior leadership positions.
The Committee has recommended that the government should test a “menopause leave” policy with a public sector employer and provide an evaluation with recommendations for further implementation.
It has also suggested that there needs to be an ambassador for menopause. One of the ambassador’s main responsibilities would be to assist with the introduction of sample workplace rules that cover how to ask for reasonable accommodations, suggestions for flexible scheduling and sick time, and creating a supportive environment.
Canada Life protection sales director Dan Crook says: “Everyone experiences the menopause differently and some can have more severe symptoms than others, sometimes lasting for up to 12 years. Building awareness around the menopause is fundamental to normalising the topic in the workplace and society, allowing people to talk openly and seek support when needed.
“With more than 1 in 4 women feeling their career negatively impacted by the menopause this could quickly become a key recruitment and retention issue for employers if not handled openly and compassionately.
“Women experiencing the menopause are usually at the height of their careers and an asset that employers should work hard to keep. Almost a fifth of women said they would be more likely to stay with their employer if they felt better supported in the menopause and by making relatively simple changes such as improving sick leave policies and flexible working, employers can give their workforce the best chance of success.
“Virtual support services also have a key role to play through helping employees via the workplace and employers should take every opportunity to promote their use.”
Menopause Experts Group CEO Dee Murray says: “Too many women have been forced out of jobs by employers that don’t understand the challenges of menopause, so these recommendations are a step in the right direction. The world of work needs to become more inclusive, and bosses and companies that are behind the times need to educate themselves before they face action from their staff.
“Our research found that employment tribunals relating to menopause have quadrupled in the past four years, showing women are not afraid to stand up for themselves. We spend a large part of our time training employers how they can help their staff, and we see the benefits to both sides when workers are treated with respect.
“This morning I got a text from a woman who doesn’t know if her HRT is working, causing her to suffer joint pain and debilitating headaches, but she is afraid to mention it to her boss. This is a good example of the need for understanding in the workplace. Forward-thinking employers are appointing menopause champions – similar to mental health first aiders.
“Many women leave their posts due to stress, worry and anxiety because they are unable to get the help and support they deserve. Women are not looking for ‘special treatment’ – they just require support from bosses, and a clear HR policy that spells out how and where they can get help.”
