Menopause leave?

This week MPs rejected an idea put forward by the Women and Equalities Committee - a cross part committee of MPs - to pilot 'menopause leave' and make the menopause a protected characteristic under the Equality Act (2010). The inquiry by the committee - Menopause and the Workplace Inquiry - claimed that the UK economy was being adversely affected by employers discriminating against women experiencing [peri]menopause.

What is menopause?

Simply, menopause means 'the last menstrual period'. It is mostly a normal biological event for biologically female people, occurring in middle adulthood when the levels of female sex hormones drop. It is diagnosed when a woman has not had a period for 12 months or more. Menopause can sometimes happen earlier in a woman's life, or after surgery to remove the ovaries, or cancer treatment. Perimenopause is the transitionary period that leads up to menopause and on average, perimenopause symptoms peak aged 46 years. Most women have reached menopause by 51 years.

How does menopause affect women in the workplace?

According to research by Fawcett - Menopause and the Workplace - 'One in ten women who have been employed during the menopause have left work due to menopause symptoms'. Perimenopause (the transition period leading up to menopause) is characterised by fluctuating hormone levels which can cause a number of symptom such as:

• difficulty sleeping
• difficulty concentrating/ brain fog
• anxiety/ depression
• hot flushes/ sweating
• joint pain/ stiffness
• loss of libido

'Menopause symptoms are significantly affecting most menopausal women. 77% of women experience one or more symptoms they describe as ‘very difficult’. 69% say they experience difficulties with anxiety or depression due to menopause.'

What is 'menopause leave'?

Menopause leave was one of 12 recommendations to give women going though menopause more rights. The idea was to allow women to take paid leave from work, separate from sick leave, when experiencing symptoms. MPs rejected this recommendation as there is a feeling that menopause leave could be counterproductive, by leading to more discrimination against women - for example with workplaces reluctant to employ middle aged women.

Should menopause be a protected characteristic?

Under the Equality Act 2010, menopause discrimination is largely covered under three protected characteristics: age, sex and disability discrimination. The Health and Safety at Work Act 1974 provides for safe working, which extends to the working conditions when experiencing menopausal symptoms. Therefore, some would argue that additional protection is not required. Others claim that it is very difficult to assert our rights under the Equality Act anyway, so feel this would not make much difference. However, advocates for the recommendation, such as Caroline Nokes, MP, feel strongly that as menopause is inevitable for 51% of the population, it must be included in the Act:

“The omission of menopause as a protected characteristic under the Equality Act is no longer tenable, given that 51% of the population will experience menopause. Menopausal women have been mocked and maligned for too long. It is time that the Government seizes the opportunity to enact change. It is time to support, and celebrate, these women." Click here for source

What happens next?

MPs and government ministers have agreed in principle to a new public health campaign on the menopause and to appoint a 'menopause ambassador' to monitor menopause issues in the workplace.