In a pivotal move to create a more supportive work environment, new resources have been launched to help employers understand and meet their legal duties regarding employees going through menopause. This is particularly vital in the health and social care sector, which mainly employs women—many of whom are at the typical age for experiencing menopausal symptoms.
The guidelines explain how symptoms related to menopause and perimenopause can affect a woman’s ability at work. Studies by the Chartered Institute of Personnel and Development show that 67% of women aged between 40 and 60 feel these symptoms hinder their job performance. Common issues include lower concentration levels, higher stress, and reduced physical stamina, often leading to increased absenteeism.
According to the Equality Act 2010, severe menopausal symptoms that significantly disrupt daily activities could be classified as disabilities. This requires employers to make reasonable adjustments and prevent discrimination based on disability, age or sex. Health and safety regulations also demand risk assessments consider menopausal impacts.
Included in these new resources are explanatory videos covering legal obligations, ways to support workers with adjustments, and encouraging open conversations about menopause. These tools are especially relevant for health and social care providers where empathetic management of menopausal effects is crucial for staff wellbeing and retention.
Supported by various bodies, including the Chartered Management Institute and The Menopause Charity, these guidelines not only aim to safeguard employees but also foster an inclusive workplace culture.
Healthcare employers are strongly urged to use these materials to better supporting their teams while ensuring they comply with legal standards around managing menopause at work.
For further details or access resources such as videos or feedback surveys, please visit official resource page.