While World Menopause Day is only celebrated once a year on 18 thOctober, employers should support and consider employees who are experiencing menopause throughout the year. This is especially important as the number menopause-related tribunals in employment cases continues to rise.
The analysis of employment tribunal data shows a significant increase in menopause cases over the past five years.
Kate Palmer, director of employment services at Peninsula, states, “Although statistics may suggest that unfair dismissals relating to menopause are on the rise at first glance, there are likely other factors that need to be considered.” It is possible that the rise in menopause tribunals can be attributed to the fact that menopause has become more common in society. In the past similar cases were often categorized as being sex- or age-related. These cases can now be classified more accurately, highlighting the difficulties faced by women experiencing menopause at work.
Menopause symptoms are debilitating. With half of the population going through menopause, employers must take this responsibility seriously. Businesses must also ensure that they are legally compliant under the Equality Act. This is because treating employees differently based on their health conditions has moral and legal implications.
Employers must exercise caution despite the fact that menopause is not a protected characteristic. The Equality Act may consider any health condition, such as menopause, as a disability if it has a negative impact on the employee’s capacity to perform their job for more than 12 months.
Employers who fail to accommodate and consider employees with menopause-related symptoms can face significant costs as well as damage to their reputation. In the case of Ms M Lynskey against Direct Line Insurance Services Ltd., the claimant was awarded over PS64,000 because the employer failed to accommodate her symptoms.
Kate added, “Employers need to be proactive in supporting their employees experiencing menopause-related symptoms. A menopause policy can help employees understand the necessary steps to take and what support is available if they are in need. Leaders need to receive adequate training in order to provide this support.
Where possible, other measures, such as changing your dress code policy or making physical changes to the workplace, such as improving ventilation, controlling temperature and changing the desk layout, can improve comfort levels. Flexible working, more frequent or longer breaks, and temporary adjustments to work duties are all ways that you can support your staff. These adjustments can help employers meet their duty of caring, but also increase productivity, satisfaction and morale. This will in turn lead to increased retention and company reputation.
The article World Menopause Day – Menopause related employment tribunals increased by 87% originally appeared on HR news.
