In October 2023, the case of a woman who was allegedly discriminated against due to suffering menopause symptoms at work made the headlines—a “legal first” according to the BBC. The month prior, an office manager in Aberdeenshire won a payout after her boss told her she used the menopause as an excuse to get out of work. As awareness around the impact that menopause can have on an employee grows, so do the statistics in relation to litigation concerning menopause-related issues. In today’s workforce, where one in three workers is over 50 and 80% of women aged 45 to 55 are employed, it is essential for employers to recognise and address the impact of menopause.
In recent years, many law firms have touted their ambitions to diversify their workforces and improve female representation in senior leadership roles. However, many will be surprised to know that very few offer support for employees transitioning through the menopause. The fallout from this is evident in the statistics—10% of women who are suffering menopausal symptoms are leaving the workforce or potentially 12% of the employee workforce are experiencing symptoms, which can seriously impact the career progression of women in law.
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