21 October 2019
Managing the impact of the menopause and perimenopause at work is important for both workers and employers. For the worker experiencing symptoms it can be a difficult and sensitive time and for the employer it is a worker health and wellbeing concern which requires careful handling.
Last Friday marked World Menopause Day and ACAS published new guidance on Menopause at Work. The guidance is helpful for employers and managers supporting staff affected by menopause symptoms at work and also for workers who may wish to raise concerns.
Laura Salmond, Partner
Key points for employers include:
- Making sure health and safety checks are suitable;
- Developing a policy and training managers;
- Giving a worker the option of talking initially to someone other than their manager;
- Carefully managing sickness absence or a dip in job performance; and
- Considering having a menopause or wellbeing champion in your workplace.
Key points for employees include:
- Speaking to someone at work, such as a line manager, about your concerns; and
- Asking what support could be offered to help you manage your symptoms when doing your job.
Menopause and perimenopause are not specifically protected under the Equality Act, but if a worker is treated unfavourably because of their symptoms it may amount to discrimination on the basis of their sex and/or age and/or disability. A disability discrimination claim on the grounds of perimenopausal symptoms was successful last year in Davies v Scottish Courts and Tribunals Service and we understand that an appeal is to be heard by the EAT. Menopause is an important workplace issue and employers and employees should therefore familiarise themselves with this useful guidance.
Please contact the BTO employment team if you would like to discuss any aspect of this blog.
Contact: Laura Salmond, Partner email@example.com T: 0141 221 8012