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Menopause at Work

Menopause shouldn’t be a taboo, and everyone should feel they can have a conversation with their line manager, especially when they need guidance and advice.

Employers have a duty of care to make sure they have steps, procedures and support in place to help staff affected by the menopause. As both the Equality Act 2010 and the Health & Safety Act 1974 protect employees against discrimination, if an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be discrimination if related to a protected characteristic.

Managers play a vital role in determining the health, wellbeing and engagement of their team. Research (funded by the CIPD) identified five key behavioural areas for line managers to support the health, wellbeing and engagement of those who work for them:

  • Being open, fair and consistent

  • Handling conflict and people management issues

  • Providing knowledge, clarity, and guidance

  • Building and sustaining relationships

  • Supporting development

Our colleague, Di Walker, Service Delivery Manager in Swindon, will lead a working party to listen and respond to matters that are important to women during menopause.


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