Description
Those who are experiencing the menopause whilst in work are the fastest-growing demographic in the workplace (Office for National Statistics, 2018) and an unprecedented number of people will go through the menopause whilst in work (ONS, 2015). In industrialized nations, the average age for natural menopause is 51, and individuals often begin experiencing peri-menopausal symptoms around the age of 45 (Brewis et al, 2017). Several studies have highlighted the negative effects of menopause transition on workplace participation (Woods and Mitchell’s (2011), including impact on job performance, career progression, more frequent absence from work (Brewis et al, 2017) and difficulty discussing menopausal symptoms at work (Jack et al., 2014). The number of employers introducing menopause policies or guidance is growing (Henpicked, 2019), but they are often not used fully for a variety of reasons. A legal framework which adequately addresses the menopause to accommodate societal needs is needed.This paper presents the initial findings on a qualitative and quantitative content and case by case analysis (Hall and Wright, 2008) of all Employment Tribunal judgments in England and Wales relating to menopause. This method provides an important insight on any discernible trends that have developed over the years, and recommendations offered for employers and policymakers. The study will also reveal how menopause is perceived and addressed in the workplace and help inform the development of guidelines that better support individuals who are going through the menopause in the workplace, including where legal frameworks may need adjustments to accommodate societal needs.
| Period | 6 Dec 2024 |
|---|---|
| Event title | Living a Reproductive Life in the Workplace |
| Event type | Seminar |