🌸Managing Menopause in the Workplace

Do I need to provide training on managing menopause in the workplace to my staff? Is this something that employers are voluntarily training their staff on, or is this now a requirement?

No, providing training on managing menopause in the workplace is not a strict legal requirement for employers in the UK. However, offering this training, particularly for managers and HR staff, is highly recommended as a best practice and a crucial step in reducing legal risk under existing employment legislation.

Why Training is Highly Recommended

While there is no specific law mandating menopause training, an employer's duty of care and anti-discrimination obligations under existing legislation make training an essential protective measure.

1. Mitigating Legal Risk 🛡️

A failure to understand and respond appropriately to menopause-related symptoms can lead to claims under the Equality Act 2010 based on three protected characteristics:

• Disability: As the case law, such as McMahon v Rothwell & Evans LLP, indicates, severe menopause symptoms that have a substantial and long-term adverse effect on an employee’s ability to carry out day-to-day activities can be classed as a disability. This places a legal duty on the employer to make reasonable adjustments and not discriminate. Training ensures managers can recognise this risk and seek advice.

• Sex/Gender: Claims can arise if an employee is treated unfavourably or subject to harassment (e.g., inappropriate jokes) because of their menopause symptoms, which may be deemed sex discrimination or harassment.

• Age: Since the menopause is generally associated with a specific age bracket, unfavourable treatment related to symptoms could also lead to claims of age discrimination.

  
  

Training managers on how to handle these issues with sensitivity and consistency is the most effective way to demonstrate that the business has taken all reasonable steps to prevent discrimination and harassment.

2. Meeting Health and Safety Obligations 🩺

The Health and Safety at Work Act 1974 requires employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of all employees.

This extends to conducting workplace risk assessments that are inclusive of the specific needs of employees going through the menopause, particularly concerning

the work environment (e.g., temperature, ventilation, and access to cool water).

Training ensures that supervisors know how to identify physical and mental health risks related to the menopause and can implement the necessary adjustments.

3. Fostering an Inclusive Culture and Retaining Talent 📈

Providing training is a key part of creating an inclusive and supportive workplace culture.

It helps to destigmatise the topic, encouraging employees to be open with their managers and seek help without fear of prejudice. Training helps the organisation retain talented and experienced employees. Studies have shown that a significant number of women consider leaving work due to unsupported menopause symptoms. Implementing support, often led by the understanding gained through training, is a vital part of your talent retention strategy.

In summary, while no law explicitly says "thou shalt train," the interconnected duties under the Equality Act and Health and Safety legislation mean that not providing training significantly increases your legal and commercial risk.

#menopause #hr #employers #training