Menopause affects millions of working women, yet many workplaces lack adequate support, leading to significant career and well-being challenges. This deficiency has resulted in a rise of legal actions, underscoring the urgent need for systemic change.
Challenges Women Face at Work
Menopausal symptoms—such as hot flushes, sleep disturbances, anxiety, and cognitive issues—can significantly impact work performance. A 2019 survey by the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women were negatively affected at work. Despite these challenges, many workplaces lack supportive policies, leading to nearly 900,000 women in the UK leaving their jobs due to menopausal symptoms. Additionally, the CIPD found that 1 in 6 women considered leaving their jobs for the same reason, with 6% having already done so.
Legal Actions Highlight Workplace Gaps
The rise in legal cases related to menopause discrimination highlights systemic failures in workplace support:
- Maria Rooney’s Case:
Maria Rooney, a children’s social worker, filed claims against Leicester City Council for discrimination, harassment, and victimisation due to her menopause symptoms. An Employment Tribunal recognised her symptoms, combined with stress and anxiety, as a disability under the Equality Act. - Allison Shearer’s Case:
Scottish teacher Allison Shearer was awarded £60,000 after being dismissed for refusing a transfer she believed would worsen her menopause symptoms. The tribunal criticised the employer’s dismissive approach to her health concerns.
The number of employment tribunal cases citing menopause has increased significantly, rising from five in 2017 to 23 in 2021, with 14 cases recorded in the first half of 2023 alone.
Entrepreneurship as an Alternative
Facing inadequate workplace support, many women are starting their own businesses or becoming Menopause Champions to support others. This shift provides flexible work options and fosters communities of advocacy. At Menopause Experts Group (MEG), we’ve seen an increasing number of women joining our Champion Programme to educate workplaces and promote supportive environments.
Solutions for Employers
Employers can implement several measures to support menopausal employees:
- Implementing Policies: Develop menopause policies that address common symptoms and outline available support.
- Flexible Working: Allow adjustments to schedules or remote working options to help employees manage symptoms.
- Training Managers: Educate leadership on menopause to foster a more understanding and supportive workplace culture.
- Creating Inclusive Environments: Simple changes, such as temperature-controlled spaces or access to private areas, can improve daily comfort for employees.
A Call for Change
Menopause is not just a personal health issue—it’s a workplace and societal concern. The rise in legal actions demonstrates the urgent need for systemic reform. By recognising menopause as an important aspect of employee well-being, businesses can retain experienced talent, foster inclusive cultures, and avoid costly legal disputes.
At MEG, we’re proud to support women through education, advocacy, and empowerment. Whether through our Menopause Champion Programme or our advocacy for workplace reform, we are committed to creating a future where every woman feels valued and supported.
The time to act is now. Menopause shouldn’t force women out of the workforce—it should inspire workplaces to innovate and lead with compassion. Together, we can build better environments for everyone.
