Key Takeaways:
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Menopause-related claims have risen by 319%, highlighting growing awareness and legal challenges in the workplace.
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Menopause is not currently a protected characteristic under the Equality Act 2010.
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However, existing protections under sex, age, and disability discrimination laws can apply to menopause-related cases.
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In some instances, menopause can meet the legal definition of a disability, triggering the duty to accommodate.
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Employers have a legal obligation to make reasonable adjustments for employees experiencing menopausal symptoms.
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Failure to support menopausal employees can lead to discrimination and unfair dismissal claims.
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Absence management policies should reflect the impact of menopause, avoiding penalisation for related absences.
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Developing a dedicated menopause policy is crucial for fostering an inclusive and supportive workplace.
If you feel that you need emotional support/counselling during this key stage in your life then please get in touch. If you feel you have been unfairly treated at work then please get in touch and I will connect you with one of our employment lawyers at Chadwick Lawrence.