[UK] Employers can step up with workplace menopause protection policies

Women’s rights advocates and HR experts say that the UK government's rejection of calls to add menopause protections to the Equality Act need not stop businesses from creating their own policies, HR Magazine reports.

Calls for employers to step up began after the government's rejection of the proposal made by the Women and Equalities committee to make menopause a protected characteristic. Under that umbrella, it would have been illegal to discriminate against those experiencing menopausal symptoms.

The government also failed to respond to calls for a large-scale pilot of menopause leave, a move which has reportedly led to widespread criticism.

A government spokesperson said, “We have put women’s health at the top of the agenda as part of the first-ever women’s health strategy for England… and encourage employers to be compassionate and flexible to the needs of their employees.”

Jemima Olchawski - chief executive of the Fawcett Society - told HR Magazine that practical business-led solutions, such as absence policies, dress code changes, flexible work, menopause training for managers and the creation of support networks, should be put in place regardless of government advice.

Ms Olchawski said, “Employers can make a real difference to their staff by responding to the needs of employees who are experiencing menopause.”

She added that businesses could lose experienced staff if they aren’t proactive.

The chief exec’s comments echo 2022 Fawcett Society research which found one in 10 women had left a job during menopause.

While a separate study from Research Without Barriers reportedly found one million women in the UK could be forced out of jobs as a result of their employers' failure to support them.

Claire McCartney - senior resourcing adviser at the CIPD - told HR Magazine that a universally inclusive workplace culture with a day-one right to flexible working could help to improve outcomes.

Ms McCartney said, “For organisations who wish to implement their own menopause policies, or create a menopause-friendly workplace, they should start by creating a culture that allows employees to talk about the menopause.”

Source: HR Magazine

(Link and quotes via original reporting)

Women’s rights advocates and HR experts say that the UK government's rejection of calls to add menopause protections to the Equality Act need not stop businesses from creating their own policies, HR Magazine reports.

Calls for employers to step up began after the government's rejection of the proposal made by the Women and Equalities committee to make menopause a protected characteristic. Under that umbrella, it would have been illegal to discriminate against those experiencing menopausal symptoms.

The government also failed to respond to calls for a large-scale pilot of menopause leave, a move which has reportedly led to widespread criticism.

A government spokesperson said, “We have put women’s health at the top of the agenda as part of the first-ever women’s health strategy for England… and encourage employers to be compassionate and flexible to the needs of their employees.”

Jemima Olchawski - chief executive of the Fawcett Society - told HR Magazine that practical business-led solutions, such as absence policies, dress code changes, flexible work, menopause training for managers and the creation of support networks, should be put in place regardless of government advice.

Ms Olchawski said, “Employers can make a real difference to their staff by responding to the needs of employees who are experiencing menopause.”

She added that businesses could lose experienced staff if they aren’t proactive.

The chief exec’s comments echo 2022 Fawcett Society research which found one in 10 women had left a job during menopause.

While a separate study from Research Without Barriers reportedly found one million women in the UK could be forced out of jobs as a result of their employers' failure to support them.

Claire McCartney - senior resourcing adviser at the CIPD - told HR Magazine that a universally inclusive workplace culture with a day-one right to flexible working could help to improve outcomes.

Ms McCartney said, “For organisations who wish to implement their own menopause policies, or create a menopause-friendly workplace, they should start by creating a culture that allows employees to talk about the menopause.”

Source: HR Magazine

(Link and quotes via original reporting)