Pictured: (L-R): Karen Harvie and Katy Sharpe

Women make up nearly half of the UK working population and, according to the Chartered Institute of Personnel and Development, women over the age of 50 are the fastest growing group in the workforce. Yet many still feel unsupported, and feel that they are seen as ‘past it’ in terms of their career. In fact, one in six women report they have considered leaving their job due to lack of support from their employers.

An interesting fact – female whales are the only other mammal that experiences menopause. However, rather than being shunned by their pods, menopausal whales are venerated. They are viewed as mentors for the young, offering invaluable life experience. So, why is the same not true for menopausal women in the workplace?

What more can be done?

It is encouraging to see employers introducing menopause policies and workplace champions and on paper, this looks great. However, this is not enough by itself, nor is it going to prevent discrimination, commonly decision-making based on stereotypical assumptions or treating the same trait as positive in a man and negative in a woman.

In February, the Equality and Human Rights Commission published new guidance for employers on menopause in the workplace, and to summarise, the key advice is:

• understand your legal obligations
• encourage conversation
• provide training, particularly for managers and decision makers
• make workplace adjustments
• include flexible working options
• carry out regular health and safety risk assessments
• record sickness absence related to menopause separately from other absences

“One thing I love about aging – and I do love aging – I’ve got a wisdom that no young person can buy. You earn it.” – Suzanne Somers, late US actress (1946 - 2023)

“It’s really important that we don’t hang up the membership to the human community at menopause.” – Valerie Harper, late US actress (1939 - 2019)

Karen Harvie is a senior associate Katy Sharpe is a solicitor at Aberdein Considine