As part of its ongoing Menopause and the Workplace inquiry, the Women and Equalities Committee's next evidence session will examine the case for making workplaces more menopause-friendly. Talking with representatives from trade unions, organisations representing businesses and education/support groups, the MPs will explore the human and economic impact of women leaving the workforce due to menopause.

A 2019 survey conducted by BUPA and the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women - usually aged between 45 and 55 - were negatively affected at work and that almost 900,000 women in the UK left their jobs over an undefined period of time because of menopausal symptoms. This could mean that women are leaving businesses “at the peak of their experience”, which will “impact productivity”. Women in this age group are likely to be eligible for senior management roles, and so their exit can lessen diversity at executive levels. It can also contribute to the gender pay gap and feed into a disparity in pensions.

Under the Equality Act 2010, menopause discrimination is largely covered under three protected characteristics: age, sex and disability discrimination. The Health and Safety at Work etc. Act 1974 provides for safe working, which extends to working conditions when experiencing menopausal symptoms. There have been several calls made for further legislation to require employers to put in place a workplace menopause policy to protect women going through the menopause against discrimination whilst at work.

The Government Equalities Office 2019 ‘roadmap’ on gender equality commits the Government to conduct research into “what works to improve women’s reproductive health, across the life course” and “develop indicators relating to women’s health experience and impact on their work”.

The Government has also sought views to help inform the development of a Women’s Health Strategy. This inquiry examines the extent of discrimination faced by menopausal people in the workplace, and investigates how Government policy and workplace practices can better support those experiencing menopause. This week the Women and Equalities Committee will scrutinise how employers can support workers through the menopause, investigating what best practice looks like and the way that large organisations have built menopause-friendly initiatives.

Witnesses on the panel at the evidence session will include:

• Deborah Garlick, Founder and Director, Henpicked – Menopause in the Workplace
• Nikki Pound, Policy and Campaigns Support Officer, Trade Unions Congress (TUC)
• Claire McCartney, Senior Policy Adviser (Resourcing and Inclusion), Chartered Institute of Personnel Development (CIPD)
• Lynda Bailey, Co-founder and Director, Talking Menopause and former Inspector at West Midlands Police
• Chris Pitt, CEO, First Direct
• Sharon Ollivier, Senior Training and Development Partner, South Tees Hospitals NHS Foundation Trust