The Women and Equalities Committee has launched an inquiry on Menopause and the Workplace and wants to hear people’s views. We in the Brabners Employment team have decided to take part in the call for evidence consultation, so we can influence and change future policy. We want to offer you that same opportunity.
The menopause impacts almost half of the UK’s workforce at some point in their career. Many experience mild symptoms, but for some it can seriously impact on home, social and working life. The issue is compounded, as I noted in an article for HR Review, by the fact that talking about menopause in the workplace is often a taboo subject or one approached with fear and embarrassment. This often prevents people from accessing support.
The figures are shocking. A survey from Vodafone shows a third of those experiencing menopause try to hide the symptoms at work and half feel too embarrassed to talk about it at work. This is despite the fact, charity Menopause Matters notes, that many women feel they are little prepared to manage the symptoms of menopause at work and often do not tend to disclose their symptoms to their manager, even though a majority admit they need further support.
The impact on employers is astounding. Nearly 14 million working days are lost each year due to menopause. Over 370,000 women in the UK aged 50 to 64 admit they have left, or considered leaving, as dealing with menopause symptoms at work is too difficult. It costs an estimated £30,000 to replace one employee, showing that this issue has a direct impact on profitability.
This isn’t just a minor problem, it’s a crisis for all involved. And women over the age of 50 are the fastest growing segment of the workforce, so it’s only going to get worse. We need to tackle this crisis head on. Now is the time to act and the inquiry presents us with a golden opportunity to genuinely influence the direction of policy and future legislation in this area.
The inquiry aims to examine the extent of discrimination faced by menopausal people at work and investigate how policy and workplace practices can better support those facing menopause. And so, this is a call to arms. We truly believe that by taking part in this consultation, we can make a difference and help end the stigma around menopause in the workplace. But we need your help.
If you feel as passionately about this as we do, we want to know. If you would like to talk to us to about your views, please contact me directly. I will arrange for one of our Employment Team to get in touch to discuss any feedback you want us to include in our response to the consultation.
The call for evidence closes on Friday 17 September, so if you could come back to us as soon as possible, so we can include your feedback in our response, that’d be greatly appreciated.
