The Equality & Human Rights Commission has published new Guidance for employers on their legal obligations to employees experiencing the menopause.
The Guidance can be read here and contains a number of useful explainer videos.
Crucially it states that :
If menopause symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, these symptoms could be considered a disability. If menopause symptoms amount to a disability, an employer will be under a legal obligation to make reasonable adjustments. They will also be under a legal obligation to not directly or indirectly discriminate because of the disability or subject the woman to discrimination arising from disability.
Women experiencing menopause symptoms may also be protected from direct and indirect discrimination, as well as harassment and victimisation, on the grounds of age and sex.
Under health and safety legislation, employers also have a legal obligation to conduct an assessment of their workplace risks.
Do get in touch if you require any further advice or assistance or would like help with a menopause policy.
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