Equality and Menopause
By Lynda Bailey – Founder of Making Menopause Work
For me, menopause has always been about equality. We don’t have any choice other than to experience menopause. So is it such an unreasonable request to ask to be supported at work through what can be a very challenging time? I think not.
So let’s take a little walk through where we’re at with that, shall we?
The Equality Act affords us protection. But we don’t want to be having to leave our jobs because we can’t get the right support. (And 1 in 10 women have left – Fawcett Society, 2022.) We don’t want to have to fight retrospectively – especially when we’re experiencing challenging symptoms.
Research study after research study tells us that menopause does impact on an employee’s ability to carry out their role. In fact, 67% stated that menopause had a negative impact on them at work (CIPD 2023).
The Equality and Human Rights Commission has stated that menopause can be a disability under the Equality Act and, if so identified, organisations must provide reasonable adjustments. But is menopause a disability? It fits the definition, but I would argue that this is not how menopausal employees want to be viewed.
So, what next?
The Employment Rights Bill was published in October 2024. Among other things, this Bill requires employers to show how they are supporting employees experiencing menopause. This support should be specific, visible and measurable through Equality Actions Plans. The plans would need to show how that business will support menopausal employees. This requirement applies to any business with over 250 employees. The measure sits alongside the reporting for gender pay gap.
To hear more about this, I attended the Fawcett Society’s conference this year and sat in on a panel discussion called ‘Revolutionising Work’.
One of the panel members was The Rt Honourable Anneliese Dodds, Minister of State for Women and Equalities (pictured with me). She spoke about menopause actions plans and how organisations would be measured on their compliance, but – more importantly – how important it is to provide support for menopause in the workplace.
My thoughts?
It was a good panel discussion and I’m pleased to see that, 11 years after first having these conversations, considerable progress has been made around menopause.
But I am under no illusion – there is still plenty to do…
Every workplace needs to recognise that menopause is an equality and workplace issue. Normalising the conversation is essential.
In an ideal world, it would mean that employees can speak openly and honestly about how their menopause symptoms impact them in the workplace. Without feeling they’ll be stigmatised or that it’ll impact on their role or future career. They’ll be able to ask for reasonable adjustments in the workplace – and get them.
With the recent legislative changes, there has never been a better time for all organisations to review their menopause provision and ensure they’re working with their employees to create menopause confident organisations.
How can we help make that happen?
With International Women’s Day fast approaching (8 March), the theme for 2025 is ‘Accelerate Action’.
IWD has been around for over 100 years and seeks to achieve gender equality. Did you know that the World Economic Forum estimates it will take until 2158 (that’s FIVE generations from now) to reach full gender parity?
With my specific interest being around menopause, I take delight in every step that we make towards creating equality in the workplace around menopause.
So on IWD 2025, maybe you can help accelerate action around menopause in your workplace?