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Tackling taboos on menopause in the workplace

Tackling taboos on menopause in the workplace

Employers are being advised to review their support for women experiencing problems in the workplace because of the menopause or risk compensation claims, following an employment tribunal ruling.

Mandy Davies had an unblemished 20 year service record, but was sacked by the Scottish Courts and Tribunal Service (SCTS) following an incident that led to a health and safety investigation and later  to disciplinary procedures.   Ms Davies won her case for discrimination after the tribunal ruled that her menopause was a disability and she was awarded more than £19,000 and given her job back.

The judgement did not suggest that experiencing the menopause amounted to a disability in itself, but said that the symptoms may have physiological and physical consequences that meet the definition of disability under the Equality Act 2010, as the symptoms had a substantial and long-term adverse effect on her ability to carry out day-to-day activities.

The tribunal heard that Ms Davies suffered significant medical problems as a result of going through the menopause, sometimes experiencing heavy bleeding for several weeks, together with stress, memory loss and tiredness, and was at a risk of fainting.

In the UK, the number of women at work in their fifties has risen steadily and the ruling is expected to drive further awareness of the topic, which until recently has been typically taboo for many employers.

What the law says:

The Health and Safety at Work Act 1974 requires employers to ensure the health, safety and welfare of all workers.  In the case of menopausal women, this could include risk assessments that consider their specific needs, to make sure the working environment does not make symptoms worse. For example, because of an over-heated or poorly ventilated office the welfare of a menopausal woman is supported through facilities such as toilets and access to water.

The Equality Act 2010 prohibits discrimination on the grounds of disability, whether directly, indirectly, discrimination arising from disability, failure to make reasonable adjustments or by harassment.  An example in the case of menopause could be where an employer does not consider symptoms arising from the menopause to be mitigating factors in reviewing performance and may need to adjust the process.

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This is not legal advice; it is intended to provide information of general interest about current legal issues.