Menopause Policy

Why you need a Menopause Policy

Half the world will experience the menopause in their lives, and it may influence their work life. The effects can be both physical and psychological. It is therefore important for both employers and employees to increase their awareness and sensitivity to avoid discrimination.

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What is a Menopause Policy?

The Menopause Policy deals with legal matter around the menopause such as discrimination, as well as practical matters such as time off and sick leave. The true aim of the policy is to have an open conversation and increase staff’s empathy towards their colleagues.

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Frequently Asked Questions

Q: Is the menopause a protected characteristic at work?

A: The menopause itself is not a protected characteristic. However, if a person is suffering from menopause symptoms and is discriminated against or treated less favourably, any claim could in easily linked to a protected characteristic. Namely: sex, age, disability or gender reassignment.

Q: Can the menopause be classed as a disability?

A: Caselaw (the outcomes of former legal cases) tells us that there is no reason in principle why ‘typical’ symptoms of the menopause cannot be classed as a disability. Though an employer cannot be expected to know symptoms of the menopause can be classed as a disability if they did not have reasonable or constructive knowledge of the substantial difficulties the symptoms impose on work.

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