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Menopause

Menopause – proactive support

Posted on: October 6th, 2021 by Ginny Hallam

If employees are experiencing menopausal symptoms affecting their working life, below are a few ideas on what you can do to help…

Policy – introduce a menopause policy to show a proactive approach to supporting those affected and create a more open culture of understanding around adjustments that might be required. We’ll be adding one to our Intelligent Employment platform shortly. Click here to find out more about accessing Intelligent Employment.

Training – support your managers so they’re comfortable to have conversations to discuss potential adjustments and support those suffering with symptoms, including how this might impact your absence and performance processes.

Point of contact – appointing a menopause or wellbeing lead will give employees someone to direct questions to, raise concerns, or find additional resources for advice and support where needed.

In our next update, we’ll look at proposed protections on the horizon for women going through the menopause. 

 

This update is accurate on the date it was sent (6 October 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Menopausal symptoms can amount to a disability

Posted on: September 28th, 2021 by Ginny Hallam

Women going through the menopause don’t currently have explicit statutory protection from discrimination. However, it is possible for menopausal symptoms to amount to a disability.

Legal test – under the Equality Act 2010, symptoms need to be a mental or physical condition, with a substantial and long-term effect on the individual’s ability to carry out day-to-day activities (not limited to workplace tasks). Long term in this case means that they have or are likely to last for at least 12 months.

View from the tribunalthis decision shows that it’s possible for menopausal symptoms to amount to a disability and trigger the duty to make reasonable adjustments. The woman’s symptoms included fatigue, disrupted sleep, anxiety, memory loss, difficulty concentrating, and hot flushes. The symptoms had lasted two years and were enough for the tribunal that she attributed her symptoms to the menopause.

In our next update we’ll share practical ideas on what you can be doing to help, and also minimise the potential for a discrimination claim to arise. Get in touch if you need advice or support in the meantime. 

 

This update is accurate on the date it was sent (28 September 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.

Menopause – time to talk

Posted on: September 14th, 2021 by Ginny Hallam

In the run-up to World Menopause Day (18 October), which aims to raise awareness of support available to women experiencing the menopause, we explore why it’s time to talk…

Counting the cost – almost 400,000 women in the UK have left or considered leaving their career because dealing with symptoms at work was too challenging. Losing women at the peak of their careers could be damaging for productivity, morale, diversity, and also hit your bottom line.

Lost productivity14 million working days are estimated to be lost each year as a result of time out needed to manage menopausal symptoms. No two womens’ experience is the same so discuss and understand how to support individuals to carry out their role in comfort.

Tribunal claims triple – claims referencing the menopause have tripled in three years, showing an increasing likelihood of challenge from employees if they feel they’ve not been adequately supported or treated fairly during this time.

Closing on 17 September, The House of Commons Women and Equalities Committee is asking for submissions to their inquiry into the extent of discrimination relating to menopause in the workplace.

Over the next few weeks we’ll be looking at what claims can be made, what you can be doing now, and what to expect on the horizon.

 

This update is accurate on the date it was sent (14 September 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.