The research also emphasised the need for additional support in the workplace, as 48% of respondents stated that they feel supported by their colleagues, while just 32% said they felt supported by their managers.
This statistic is particularly concerning as menopause is protected under the Equality Act 2010, which means that employers and HR have a legal responsibility to support employees going through it and suffering from symptoms.
According to Alex Christen, an Employment Lawyer at Capital Law, “failing to do so may bring legal consequences” for employees to deal with.
She advised that claims which could arise include indirect sex and disability discrimination; sex, disability and age-related harassment; victimisation; failure to make reasonable adjustments; and unfair dismissal.
Christen previously explained to HR Grapevine: “Failing to fulfill these duties may bring legal consequences. If a woman experiencing the menopause is treated detrimentally because of menopausal symptoms and these are not taken into account within policies or practices, it could potentially give rise to claims.”
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