Menopause itself is not new, nor is women of menopausal age working, but the statistics are an eye opener;
Menopausal women are the fastest growing working demographic in the UK.
1/8 of the British workforce are menopausal aged women.
5 million+ working women are aged 40-55, of which 80% will experience symptoms of menopause transition whilst working
According to a BUPA survey, 900,000 women have left their job due to menopause;
Leaving at the peak of their experience.
Leaving skills shortages.
Contributing to a representation gap at senior levels.
Affecting Gender Pay Gap reporting.
Menopause related Employment Tribunal claims are on the increase. There were 5 cases in the last 9 months of 2018. In the first 6 months of 2021 there were 10 cases. Interestingly, menopause was mentioned 8 times in Employment Tribunal claims in 2017, but the number of mentions rose to 116 in the first 6 months of 2021.
The statistics speak for themselves, menopause in the workplace is an issue that employers need to address. Some employers have recognised the need for a menopause at work policy to help staff feel supported and also so that managers and colleagues have an understanding of what the menopause is.
Here are 6 other reasons as to why employers should adopt a menopause in the workplace policy;
It creates an open and inclusive culture.
It helps employers identify performance issues at an early stage.
It prevents discrimination in the workplace.
It reduces stigma.
It strengthens the employers reputation.
It helps employers retain talent.
Please get in touch with Ami if you are interested in putting in place a menopause at work policy, or need help and advice on employment issues within the travel industry.
Travlaw Legal Services Limited t/a Travlaw is registered in England and Wales (12348608) which is authorised and regulated by the Solicitors Regulation Authority. Directors: Rivka Hawley ACILEx (non lawyer), Matt Gatenby BA (hons).