Now, the government has responded to an independent report which, for the first time, sees ministers actively encouraging UK businesses to establish protections and support policies, strategy and framework around the menopause

True, it’s not all positive news. This same government response rejected recommendations for menopause to become the tenth protected characteristic as well as the notion of dual discrimination, which would have enabled discrimination claims to be bought under the basis of a combination of two protected characteristics under the Equality Act 2010. 

But the report does contain a list of recommendations for workplaces and it’s heartwarming to see menopause finally being included as a priority in the government’s Diversity and Inclusivity agenda.

Not only are employers urged to implement workplace awareness training, promote good/best practices and recognise the value of gender equality at work, the report also notes the financial and productive costs of losing staff as a result of not having better advice and support for everyone.

And while menopause has yet to be classed as a specific characteristic to sit within the Equality Act, it’s important to note women can still pursue claims for discrimination under other protected characteristics such as age, sex or disability.

Menopause related tribunal claims have nearly doubled over the past year, demonstrating there is scope to challenge menopause related discriminatory action.

These types of cases will, in all likelihood, continue to rise unless employers embrace menopause in the workplace.

Aside from the legal considerations, managing the effects of the menopause can be beneficial for both the employer and the employee. Women of menopausal age are the fastest growing demographic in the workplace - to lose this skill set would be detrimental to business and the wider economy. Increasing support and awareness are key and often with little cost to the employer. Moving forward, menopause policies are likely to appear as routine as other such policies in staff handbooks. 

Menopause in the workplace has gained real momentum and there is a real appetite for change by some employers to help women transition through the menopause by introducing workplace policies and strategies. Employers in the travel industry are greatly encouraged to do the same.

Lindsay Garvey-Jones is national retail manager, Holidays Extras and co founder of Travel Talks Menopause and Ami Naru is partner, head of employment at Travlaw, which offers support for businesses on policy and individuals who need legal support.

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Last month Travel Talks Menopause launched a toolkit for people in the industry to use to identify symptoms more easily, with guidance on how to have a conversation with a GP or health practitioner to gain access to relief for symptoms which can be debilitating for many.

Part of this toolkit also included links to evidence based support so that businesses, workplaces and individuals can gain knowledge, feel empowered and importantly have them make a start in taking peri/menopause seriously from a protection and support perspective.

For more information on the government report click here.