It’s not just women’s problems

legal updates

Women and Equalities Committee open inquiry into existing discrimination legislation and workplace practices around the menopause.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

The menopause, which as a very general rule starts to affect women between the ages of 45 and 55, is becoming a hot topic (no pun intended) within employment law. If you have employees around this age, including trans and non-binary people who may not identify as female, you must stay aware of who menopause may affect and also how it could impact you if you do not deal with any resulting issues appropriately.

Although menopause affects women differently, and in fact some sail through it with no issue, symptoms can include but are not limited to: sleeplessness, hot flushes, memory loss, poor concentration, headaches, muscle and joint pains, depression, and anxiety.

It is now recommended that employers have a menopause policy in place. This is not only good practice and ticks boxes, but it may well mean the business is subject to less sickness absence and will not lose experienced staff as adjustments can be made to assist any employee suffering from any particular symptom, some of which people find embarrassing to talk about. Examples can include simple practical measures such as offering to purchase good quality fans to help deal with hot flushes or changing where someone sits like positioning them nearer a window so they can control the temperature better. For concentration issues, more frequent work breaks could be considered or more flexible working.

In July, the House of Commons’ Women and Equalities Committee opened an inquiry into existing discrimination legislation and workplace practices around the menopause. The inquiry was seeking views on whether further legislation was required to enable employers to implement a workplace menopause policy to protect people going through the menopause while at work to address gender equality. The inquiry closed last month and we await the outcome. One outcome may be a change in the Equality Act 2010 to specifically list menopause as a protected characteristic as currently any person suffering discrimination as a result of their symptoms has to look at bringing action under one of the current protected characteristics of age, sex or disability.

This issue will become more recognised and so, if you want to be ahead of the game, we suggest you adopt a menopause policy. Any Lawgistics members without one, can request a template menopause policy using the form below.

Impression Communications LtdPutting the motive in automotive

Impression works with businesses across the automotive aftermarket supply chain such as parts suppliers, warehouse distributors, motor factors and independent garages. Covering all aspects of automotive aftermarket marketing, including social media, event management, customer newsletters and PR, Impression is able to quickly establish itself within a client’s business and work towards their objectives.

Nona BowkisHead of Legal Services / SolicitorRead More by this author

Related Legal Updates

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

The criteria for whether a philosophical belief is likely to have protection…

ACAS instructed Corby to remove the posts criticising the Black Lives Matter movement, as some employees had found them offensive.

Toilet provision in the workplace

It’s hard to imagine this sensible judgment was not a relief for all the employees involved in the use of these toilets.

Employment tribunal awards

A tribunal can, at their discretion, award an uplift of 25% for failure to follow the Acas procedure.

Advisory, Conciliation, and Arbitration Service (Acas) guide on suspension

Suspension in disciplinary matters should not be automatic

Can my employees tell me it is too hot to work?

Bosses should make sure they are doing all they can to keep their people cool, especially in areas where machinery might generate extra heat.

Change management

The consequences of failing to manage workplace change effectively can increase employee resistance and deplete employee engagement.

Get in touch

Complete the form to get in touch or via our details below:

01480 455500

Vinpenta House
High Causeway

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.