“The only reason an employer would be required under the law to make reasonable adjustments would be if the menopause symptoms equated to a disability – ie, the symptoms were or were expected to be sufficiently long lasting and had a substantial impact on the individual’s ability to carry out their day-to-day activities,” explains Caroline Baker.
“That being said, just because an employee’s symptoms are not sufficiently serious to amount to a disability, they may be a significant distraction on the employee’s ability to perform their role and, therefore, making adjustments to support an employee who is struggling with their symptoms, regardless of whether or not they qualify as disabled, could have a positive impact on their productivity and loyalty.”
She adds: “Having a menopause policy and promoting its existence, helps affected employees to reach out for support and start a conversation, which can be very challenging for many.”
