The headlines have been filled today with news of the publication of the Equality and Human Rights Commission (EHRC) new guidance for employers in relation to supporting those suffering from menopause symptoms in the workplace.
The symptoms of menopause can be debilitating. If those symptoms have a long term and substantial effect on the woman’s ability to carry out normal day to day activities, then that may satisfy the definition of a disability under The Equality Act 2010. In those circumstances, employers are obliged to make reasonable adjustments for their workers.
The guidance sets out an employer’s legal obligations, confirms what type of workplace adjustments may be necessary and provides further guidance on how employers can conduct conversations about menopause in the workplace.
As we saw from Beverley Smith of mfg Solicitors LLP blog on 21st February 2024, an employer has to undertake a fine balancing exercise in informing and supporting its staff and ensuring that it complies with its legal obligations.
Ultimately all employers should be doing all that they can to support all employees who may be struggling with the symptoms of menopause. Reasonable adjustments may include allowing flexible working, working from home, and adapting the workplace so that it is more comfortable for those suffering from symptoms.
For more information about the legal obligations that employers have in relation to menopause in the workplace please contact Sally Morris at sally.morris@mfgsolicitors.com or Beverley Smith at Beverley.smith@mfgsolicitors.com
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