What should employers do?

The TUC's report, Working through the change, recommends that employers should:

• Improve welfare facilities and the working environment. This includes providing cold drinking water, accessible toilets, a quiet place to rest and easily adjustable temperature and humidity controls. Employers already have statutory duties to provide these facilities under the Workplace (Health, Safety and Welfare) Regulations 1992.
• Encourage flexible working and avoid penalising staff taking more frequent toilet breaks.
• Provide appropriate advice and information to employees and supervisors.
• Avoid negative and discriminatory attitudes towards older women at work, by recognising the potential problems relating to the menopause.
• Agree policies in consultation with union reps covering sickness absences related to the menopause. This includes paid leave for any treatment, rest breaks, access to the organisation's occupational health service, if provided, and flexible working.
• Ensure that occupational health professionals get appropriate training in supporting women with menopausal symptoms.

The TUC study includes a number of examples of how managers have adapted to the needs of women with menopausal symptoms. Examples include:

• allowing women to report sick to women managers;
• taking the menopause into account in absence policy;
• providing electric fans;
• providing cold drinking water; and
• allowing time off to attend medical appointments in working hours.