moment will make the working day much more manageable.
“Introducing menopause support can not only help to protect you from a legal standpoint, it will emphasise your focus on colleagues’ wellbeing which is great for recruitment and retention.”
Sally Blades is HR director at Burnley based VEKA, a leading supplier of uPVC profile in the UK, designing and manufacturing systems which are used to fabricate windows, doors and conservatories.
Figures show that 12 per cent of the 450-strong workforce are women, though when it comes to the senior leadership team that rises to 25 per cent.
Sally and her HR team are actively working with health experts to further develop menopause support within the organisation.
With the research showing one in ten women who have worked during the menopause have left their jobs because of the symptoms they have experienced, Sally believes the work VEKA is undertaking can help in its staff retention.
She says: “It is an area that isn’t very well understood, but it is really important for the business that we have the right support for women when it comes to the menopause and we need to invest in it.
“Part of our approach is giving everyone in Expert View MENOPAUSE AND DISABILITY
DISCRIMINATION By Victoria Mitchell, Farleys partner and head of employment
While menopause itself is not classed as a protected characteristic under the Equality Act 2010, some employees experiencing menopause are classed as disabled due to the physical and mental symptoms it can cause.
So, it is important that the impact of menopause is not overlooked and is taken seriously as the consequences of not supporting a disabled employee can be serious.
Employers who fail to take action not only risk economic issues - such as the cost of replacing an employee who chooses to leave - and reputational damage, they could also have a claim for discrimination brought against them.
As well as disability, claims could also be brought on the basis of age and sex and, and there have been numerous successful claims in the past.
To avoid the risk of these claims, employers should consider whether existing policies such as sickness and
performance management need to be amended to refer to menopause and may wish to consider whether a specific menopause policy is required.
Employers should also ensure that management staff receive adequate training on how to support employees who are suffering from menopausal symptoms.
Reasonable adjustments should be made by employers for women suffering from menopause, this may include:
• easy access to toilets and washing/ changing facilities
• adequate ventilation
• flexible working hours allowing working from home in certain circumstances
• access to cold water
• flexible uniform policy allowing for cool and comfortable clothes
If you’re unsure of your responsibilities to menopausal employees, it’s important to seek legal advice.
the organisation the information they need so they are best equipped to recognise the signs of menopause, manage any symptoms that may be affecting work and to give the support that is needed.
“As well as that important education piece, it is also about starting open conversations in the workplace and ensuring people know where they can go to get that support that they require.”
Victoria Mitchell, head of employment law and HR at Farleys solicitors, advises employers to take a proactive and innovative approach to avoid negative consequences.
That approach includes surveying the workplace to gain a better understanding of employees needs and the appointment of ‘menopause advocates’ that can raise awareness and communicate information regarding the needs of employees experiencing menopause.
She adds: “The number of menopausal women in the workplace is increasing and such individuals make up a large proportion of the workforce in the UK.
“Therefore, employers that fail to take proactive action in assisting and supporting employees in dealing with menopausal related symptoms risk negative economic and reputational effects on their organisations and make themselves vulnerable to associated claims by employees.”
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