Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps his Department is taking to help ensure that people experiencing menopause are supported to (a) remain in and (b) re-enter the workforce.

It is important that those who experience substantial and longer-term menopausal effects should be adequately protected from discrimination in the workplace, and that employers are fully aware of the challenges and their current legal obligations, including under the Equality Act 2010 (the Act).

Depending on circumstances, the Act provides protection from discrimination on grounds of sex and/or age and/or disability for employees experiencing the effects of the menopause.

With women over 50 representing the fastest growing segment of the workforce, there are few workplaces where the menopause is not being experienced by staff.

In July 2021 The Minister for Employment commissioned the roundtable on older workers to look at the menopause and employment. An independent menopause and the workplace report was published and the Government’s response was outlined in July. Alongside this, the Women’s Health Strategy sets out a range of commitments including encouraging employers to implement evidence-based workplace support and introduce workplace menopause policies.