Menopause a hot topic of discussion

It’s thought that around 8 out of 10 women of menopausal age are working and 1 in 10 women have left their employment due to their menopausal symptoms (Local Government Association).

Under the Equality Act 2010, an employer may be under a legal obligation to make reasonable adjustments and not discriminate against the worker (EHRC).

Fatigue and exhaustion are common symptoms in menopausal women and can be debilitating, exacerbating problems with memory, concentration and brain fog affecting absence rates and impacting on workplace productivity.

Workplace adjustments

Under new guidance from the Equality and Human Rights Commission, if menopause symptoms have a long term and substantial impact on a woman’s ability to carry out normal day-to-day activities, they may be considered a disability. Under the Equality Act 2010, an employer may be under a legal obligation to make reasonable adjustments and not discriminate against the worker.

Examples of reasonable adjustments include:

• Providing rest areas and quiet rooms

• Cooling systems or fans

• Relaxing uniform policies

• Flexibility of location and varying shift patterns.

Whilst workplace adjustments are important, having a fatigue specialist who takes into account all factors affecting energy is invaluable in providing a stable approach to remain well at work and a more sustainable return to work.