Menopause discrimination is a critical workplace issue and people experiencing menopause represent a growing workforce demographic. Whilst menopause is covered under the 2010 Equality Act, many organisations and leading authorities lack guidance or policies to support those experiencing menopause, impacting the gender pay gap, pension gap, and women in senior leadership positions.

The Women and Equalities Committee’s 2022 ‘Menopause and the Workplace’ survey revealed that while 72% of respondents with menopause symptoms said that menopause affected their ability to work, only 11% requested adjustments, and under 20% reported feeling very supported by colleagues. The Committee calls for the Equality Act to be amended to introduce a duty for menopause-related reasonable workplace adjustments and introduce menopause as a protected characteristic.

Menopause-related workplace absences have an annual economic cost of over £7 million, and long-term workplace consequences as around 10% of those experiencing menopause have symptoms for up to 12 years.

The impact of early menopause affects many women’s career trajectories, with reports showing that the onset of early menopause reduces the months spent in employment by 9% when women enter their 50s, with any additional psychological problems further reducing employment by 1-4%.

Hormone Replacement Therapy shortages and barriers to accessing medication have highlighted the need for equitable access, increased safety, and open conversations about health choices.

According to the Government Equalities Office’s Gender Equality Roadmap, addressing menopause in the workplace requires challenging intolerances and inadequate workplace practices. In responding to the 'Menopause and the Workplace' independent report, the Government outlined intentions to appoint Menopause Employment Champions and prioritise all the stages of menopause transition as part of the work, diversity and inclusion agenda.

Menopause misconceptions influence access to workplace support, with an increasing need to tackle the stereotypes, remove the associated stigmas, and overcome gendered ageism. To create a strong workplace environment, the issues faced by those experiencing menopause from ethnic minority backgrounds and the LGBTQ+ community must also be addressed.

This event will address current policies and inequalities related to menopause in the workplace. It will examine how to develop a stronger workplace culture regarding menopause, looking at overcoming discrimination and implementing practical support.