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Equalities Committee Launches Inquiry into Menopause and the Workplace

on Friday, 06 August 2021.

This follows a 2019 survey carried out by BUPA and the Chartered Institute for Personnel and Development (CIPD) which found that three in five menopausal women were negatively affected at work.

Nearly one million women in the UK left their jobs because of menopausal symptoms.

This could mean that women are leaving businesses at the peak of their experience instead of taking up senior management roles, therefore reducing diversity at executive levels and contributing to the gender pay gap and disparity in pensions.

Currently, under the Equality Act 2010 menopause discrimination is mainly covered under three protected characteristics: age, sex and disability discrimination.

What Are the Inquiry Objectives?

In light of this, the Women and Equalities Committee launched an inquiry into workplace issues surrounding the menopause. The aims of the inquiry are the following:

  • To examine existing discrimination legislation and workplace practices to consider whether enough is being done to prevent women leaving their jobs as a result of menopausal symptoms
  • To provide recommendations to shape policies to address gender equality, including the extent to which women face menopause discrimination, the impact on wider society, the economic impact of menopause discrimination and how policies addressing workplace menopause discrimination can be implemented
  • To consider whether further legislation is required to enable employers to put in place a workplace menopause policy to protect women experiencing the menopause against discrimination whilst at work

The submissions to the inquiry can be made until 17 September 2021.

Practical Points for Employers

There is an ongoing debate at present around how menopause in the workplace is best managed. While it is unclear at this stage whether the government will introduce further legislation to address menopause discrimination, employers should be aware of this issue and undertake a review of the existing policies and practices that are currently in place. Employers should consider either implementing a menopause policy or updating policies where necessary, and ensure  appropriate support is available to those experiencing the menopause.


For further advice on this area, please contact Sharmin Chowdhury in our Employment Law team on 01923 919 373, or complete the form below.

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