Access provided by
London Metropolitan University
New guidance says employers must make adjustments for staff affected by menopause symptoms at work
Menopause is something almost all women will experience, when levels of female sex hormones drop and periods stop, normally between the ages of 45 and 55.
Emergency Nurse. 32, 4, 10-11. doi: 10.7748/en.32.4.10.s4
Published: 02 July 2024
Given that around 90% of nurses are female and 36% of all UK nurses are aged between 41 and 55, menopause is likely to affect many in the nursing workforce at any one time. And it can involve a wide range of symptoms, such as disrupted sleep, hot flushes, aching muscles and joints and changes to mood, including anxiety and low self-esteem.
Supporting regular and open communication about the menopause at work can help managers understand what support nurses need, says the Equality and Human Rights Commission.
Involving all workers in these talks will ‘help them feel confident in supporting colleagues,’ it says.
Training, lunch and learn sessions, one-to-one conversations, staff networks and regular reminders to the team about the support available can all help develop this culture.
Katharine Gale, consultant nurse in women’s health and director of FluxState, supports this approach, and says creating a safe space at work where women feel able to share their experiences can be hugely beneficial.
Menopause champions and menopause cafes in the workplace can all help make the subject easier to discuss.
Training to help managers feel confident and comfortable to approach these discussions is essential, she says.
‘Managers should approach any conversation from a place of curiosity and a desire to understand what the challenges might be for an individual,’ she says. ‘Make time for conversations and really listen and ask questions. Then together you can be creative about what might be available to support your colleague.’
What proportion of women say the menopause is a problem at work?
For some, menopause can have a big impact, while others may have few or no symptoms. Research by the Chartered Institute of Personnel and Development found that two thirds (67%) of working women with experience of menopausal symptoms said they had a mostly negative impact on them at work. Most said they were less able to concentrate and they experienced more stress.
One in ten women surveyed who were employed during the menopause left work due to menopause symptoms, according to the Fawcett Society.
Is there a legal requirement for employers to support staff going through the menopause?
New guidance from the Equality and Human Rights Commission (EHRC) has highlighted the legal responsibility employers have to their staff who are going through the menopause.
Under the Equality Act 2010, which covers England, Wales and Scotland, workers are protected from discrimination, harassment and victimisation on the basis of protected characteristics including disability, age and sex. If menopause symptoms have a long-term and substantial effect on a woman’s ability to carry out day-to-day activities, these symptoms can be considered a disability, and bosses should make reasonable adjustments, the EHRC guidance says. Under health and safety legislation, employers also have a legal obligation to conduct an assessment of workplace risks.
What kind of reasonable adjustments could be made for staff during menopause?
Managers should make an assessment of workplace risks and their effect on menopausal nurses, says the EHRC guidance. This could include looking at the physical environment, such as room temperature and ventilation, and relaxing uniform policies to allow staff to wear cooler, more comfortable clothes. Varying shift patterns, perhaps to allow staff to start earlier or later, can be useful for those experiencing sleep issues, hot flushes or brain fog, according to the EHRC.
NHS England guidance suggests that uniforms be made of breathable fabric, can be layered to allow nurses to manage temperature fluctuations, and that spare uniforms be made available during shifts. Workplaces having adjustable temperatures as well as access to desk fans, cold water, toilets and breakout spaces can also all help.
Katharine Gale, consultant nurse in women’s health and director of FluxState, which offers courses, coaching and training, and a clinic for menopausal women, says managers should ask women what support they need.
‘The most important thing is that reasonable adjustments should be tailored to the individual’s specific needs,’ she says. ‘In some departments or roles some adjustments will be difficult, so it’s about finding out what is reasonable and having some negotiation.’
She encourages managers not to be too restrictive or fixed in their approach to adjustments. ‘Look at your teams and think about what might work,’ she says. ‘The small things can make a big difference.’
How should sickness absence related to the menopause be recorded?
Absence related to the menopause should be recorded differently to other absence, the EHRC says. Taking disciplinary action over this absence could be unlawful discrimination. A menopause-related reason for absence can be recorded in the NHS electronic staff record and can help identify employees in need of support, NHS guidance says.
What can happen if employers do not make reasonable adjustments?
Employers can face having to pay damages for not considering the needs of staff going through the menopause. In 2023, a former insurance company employee was awarded almost £65,000 in damages at an employment tribunal after bosses failed to make reasonable adjustments in relation to the employee’s menopause symptoms. A social worker’s employment tribunal against Leicester City Council on similar grounds is ongoing.
