29.08.2024

Debilitating menopause symptoms causing workplace discrimination

The workplace can be a challenging environment for women experiencing menopause, with debilitating symptoms often leading to discrimination, exclusion, and silence. However, as societal awareness grows and legal protections strengthen, women are finally finding the resources and support they need to advocate for themselves and demand change.

Menopause typically occurs between the ages of 45 and 55, though it can happen earlier or later due to various factors such as genetics, surgery, or cancer treatments. The physical and psychological symptoms associated with menopause—ranging from hot flashes and fatigue to anxiety and depression—can significantly impact a woman's ability to work. Despite these challenges, menopause has long been a taboo subject in the workplace, leading many women to suffer in silence.

Recent studies highlight the severity of the issue. Research by the Chartered Institute of Personnel and Development (CIPD) found that 67% of working women aged 40 to 60 who experience menopausal symptoms report a mostly negative impact on their work. The consequences are far-reaching: 79% of those affected say they struggle to concentrate, 68% experience increased stress, nearly half feel less patient with colleagues, and 46% find themselves physically unable to carry out tasks. Shockingly, over half have had to miss work due to their symptoms, and 10%* have even left their jobs entirely.

The British Menopause Society echoes these findings, revealing that 45% of women feel their symptoms negatively affect their work, while 47% who need to take time off don’t disclose the true reason to their employer. This lack of transparency stems from a fear of discrimination, further exacerbating the issue.

Legally, under the Equality Act 2010, women experiencing menopause may be protected from discrimination, harassment, and victimisation based on disability, age, and sex. If menopause symptoms have a substantial and long-term impact on a woman’s ability to carry out day-to-day activities, they may be classified as a disability, requiring employers to make reasonable adjustments. However, many employers remain unaware of their obligations or how to effectively support their workforce during this life stage.

Recognising the urgent need for change, organisations like Henpicked: Menopause in the Workplace, are stepping in to bridge the gap. On September 14th, 2024, Henpicked will collaborate with Pause Live, the UK’s largest menopause show, to host a workshop titled “Is Your Organisation Menopause and Menstruation Friendly?” Led by Deborah Garlick, founder and CEO of Henpicked: Menopause in the Workplace, this workshop aims to educate employers on the importance of supporting employees through menopause and menstruation, offering practical strategies to create inclusive workplaces.

Deborah Garlick, founder of Henpicked

Key topics will include understanding the legal responsibilities of your employer under the Equality Act 2010, making effective workplace adjustments and how to ask for these. Attendees will leave equipped with actionable insights and practical tools to foster a more supportive environment for menopausal employees and also to for workers to understand their rights in their workplace.

‘I’m delighted to be joining the Pause Live team for this phenomenal event. The agenda and speakers are brilliant and all passionate about helping individuals navigate their menopause and be at their best. Employers play a crucial part in helping raise awareness and support so I’m delighted to be leading this session encouraging everyone to be menopause and menstruation friendly.’ says Garlick.

Garlick has been a pioneer in this field since founding Henpicked in 2016. Her work has transformed the way thousands of employers approach menopause in the workplace, leading to the creation of the Menopause Friendly Accreditation and the Menopause Friendly Employer Awards. Garlick’s advocacy extends globally, with initiatives in Australia and the US, positioning her as a leading voice in the movement toward workplace inclusivity.

The shift in how menopause is perceived and handled in the workplace marks a significant step forward in combating the discrimination many women face. As awareness grows and resources become more accessible, women are increasingly empowered to speak up, ensuring their rights and well-being are protected.

For more information on this transformative workshop and how your organisation can join the movement toward a more inclusive workplace, visit Pause Live. Group tickets are available at a discounted rate for employers.

*Fawcett Society Research

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