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How to support employees experiencing the menopause

Supporting employees experiencing the menopause helps employers create a safe, inclusive working environment and reduce legal risk. This guide explains how to recognise menopause‑related issues at work, provide practical support and understand the relevant employment law considerations.

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By Helen Rice-Birchall

This guide looks at the steps that an employer can take to create a work environment that is supportive of employees experiencing the menopause and to ensure that work does not exacerbate employees’ menopause-related symptoms. It also explains the relevant legal factors and risks.

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  • What is the menopause?
  • Be aware of the common symptoms that can affect employees at work
  • Understand the employment law implications
    • Direct discrimination
    • Indirect discrimination
    • Harassment and victimisation
    • Disability discrimination
    • Unfair dismissal
    • Health and safety
  • Introduce a menopause policy or amend existing policies
  • Consider adjusting the absence policy for menopause-related absence
  • Consider if adjustments could help address any performance issues
  • Take steps to increase awareness of the effects of the menopause
  • Implement practical support
    • Flexible working
    • Work allocation
    • Breaks from workstation
    • Counselling, cognitive behavioural therapy and mindfulness
    • Uniforms
    • Workplace temperatures

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About the author

Helen Rice-Birchall

Helen, who qualified in 1993, is a Principal Associate in the Human Resources Practice Group at Eversheds Sutherland. Helen’s particular experience is employment tribunal litigation, and she also advises on discrimination, disciplinary and grievance issues, redundancies, contracts and other aspects of the employment relationship.

Helen worked for a number of years as a Professional Support Lawyer, in which capacity she advised the group’s employment lawyers on complex and novel technical legal issues, collaborated with valued contacts such as the CBI, and worked closely with the firm’s marketing team and PR consultants to identify and maximise opportunities to raise the profile of the firm. She now advises clients who benefit from her strong technical background.

Helen is a regular speaker at both internal and external conferences and training events and sits as an employment judge in the Manchester region.

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