Menopause Guide for Employers

The Citation Group
By The Citation Group

Citation empowers over 50,000 growing businesses to be ready for anything by turning the complicated parts of running a business into clarity.

Menopause. How often are you talking to your employees about it?
If the answer is ‘never’, then you’re probably not alone. However, actively supporting any employees going through the menopause is becoming increasingly important for employers to consider.
What is menopause?
The menopause is a natural stage in life when a person’s periods permanently stop. The typical age range for menopause is usually between 40 and 60, and the average age at which a person reaches menopause is 51. On average, symptoms last for four years but can continue for up to 12 years. Some people might experience menopause earlier or go through surgical menopause. According to Acas, employers need to be aware of the fact that menopause and its symptoms can affect any of their employees. 
This extends to: 
  • Those personally going through the menopause
  • Relatives, colleagues and carers of those going through the menopause 
  • Trans people 
  • Intersex people
What are the most common symptoms of menopause?
Menopause affects every individual differently. Some may have no symptoms at all, or they might be brief and short-lived. For others, they can be severe and distressing. 
Examples of the symptoms can include:
  • Hot flushes and night sweats 
  • Feeling the heart racing and palpitations 
  • Difficulty sleeping 
  • Changes in mood, such as feeling tired, irritable, depressed or anxious 
  • Difficulty concentrating 
  • Poor memory 
  • Urinary problems, such as recurrent urinary tract infections and loss of bladder control 
Why should employers understand menopause?
With menopause-age employees becoming the fastest-growing workplace demographic and economically active group in the UK, it’s important to retain these employees, their knowledge and skills in your teams. 
What can employers do to support employees impacted by menopausal symptoms?
It’s essential to have a strategy that can support menopausal employees at every stage of menopause. Here are a few essential questions to ask yourself to help get you started:
What can employers do to support employees impacted by menopausal symptoms?
Have you considered developing and implementing a menopause policy?
This can help everyone understand: 
  • How menopause affects people 
  • What support is available to staff 
  • What your business stance is on issues such as taking time off because of menopause symptoms 
  • Flexible working arrangements available to menopausal employees
What changes can you make in the workplace to support menopausal individuals?
Things to consider include office temperatures, supplying desk fans, and access to quiet breakout areas.
Is flexible working – either on a temporary or permanent basis – something you can support in your workplace? 
If someone experiencing menopausal symptoms can change their working pattern to suit when they’re at their best.
Have you carried out important Health and Safety checks for menopausal employees?
This includes:
  • Assessing whether any symptoms are made worse by the workplace or work practices 
  • What changes can you make to help people manage their symptoms
  • Including these findings in a risk assessment
Have you trained your managers in supporting menopausal team members?
Managers need to be aware of the signs and symptoms of menopause. Plus, it can add an extra level of comfort for staff, knowing that their managers are trained to support them.
Appoint a workplace menopause champion.
Have a single point of contact if someone needs advice or support, and proactively open up the conversation around menopause in the workplace. 
What are the risks of not having policies, procedures and support in place for menopausal employees?
With an increase in menopause-related employment tribunal cases, employers need to understand what kind of risks they open themselves up to by not addressing this topic directly in the workplace.
Discrimination under the Equality Act 2010
Discrimination under the Equality Act 2010
While menopause is not a specifically protected characteristic under the Equality Act 2010, it’s still the case that if an employee is put at a disadvantage because of their menopause symptoms,
there could be a risk of discrimination related to a protected characteristic:
  • Age discrimination 
  • Sex discrimination 
  • Gender reassignment discrimination 
  • Disability discrimination
Harassment and victimisation 
What seems like harmless jokes or workplace ‘banter’ about topics such as hot flushes could be construed as victimisation or bullying based on age, sex or disability.
Unfair dismissal 
If you’ve not properly investigated the circumstances of a menopausal employee’s dismissal or followed a fair process, there’s a risk to your business of unfair dismissal claims.
How can Citation help?
Menopause isn’t a topic many employers are used to discussing with their employees, but now is the time to proactively address an issue that will affect half the population and a significant number of your employees. 
If you would like the help and support of our HR & Employment Law experts, call 0345 844 1111.
Please quote ‘Consulting Room’ when enquiring to access preferential rates.
This article was written for the Consulting Room Magazine.
Fancy grabbing a FREE subscription to the Consulting Room quarterly aesthetic trade magazine?
Immerse yourself in the world of aesthetic medicine with our captivating Consulting Room Magazines. Each edition is carefully curated with CPD-certified content, delving into various sectors or topics within the field. Our unique quarterly themed editions take a deep dive into different sectors or topics associated with the world of aesthetic medicine with articles written by leading practitioners in their fields of expertise.
Get your free subscription now at:

Unlock a treasure trove of aesthetic knowledge!

To access a digital archive of all previous magazines and articles, including this one, simply provide your details here and enjoy lifetime access to our digital magazine archive. Explore past issues and delve into a wealth of valuable content.
Classifieds CROOM

Keep In Touch

Ensure you and your staff stay up-to-date with key topics shaping the field of aesthetics.

Your free digital round-up of relevant aesthetic news articles and trending items delivered directly to your inbox.

Immerse yourself in our quarterly, complimentary, themed digital magazine, compiled by award-winning editor Vicky Eldridge.

Stay informed of new technologies and receive exclusive news and offers from carefully selected aesthetic partners.