World Menopause Day takes place each year on 18 October to help raise awareness, break the stigma and highlight the support options available to improve women’s health and wellbeing. Emma Smith, Inclusion and Wellbeing Manager, spoke to the Law Society of Scotland to explain what it means to colleagues at Burness Paull to be the first employer in Scotland and the first law firm in the UK to be re-accredited as a 'Menopause Friendly' workplace, and how every firm can support women through this crucial stage of life. Read what Emma had to say below.

Being officially recognised as a 'Menopause Friendly' employer is something that Burness Paull is incredibly proud of. We've worked hard to create a supportive environment for employees going through perimenopause and menopause, underpinned by clear strategies and initiatives. Achieving accreditation is not easy and our journey involved a rigorous independent assessment, where we were evaluated on our ability to create an open culture around menopause and provide meaningful support.

To achieve this recognition, we first gathered feedback from our colleagues to understand their knowledge of menopause and how supported they felt. This insight was invaluable as it shaped our approach. We trained several volunteer menopause champions, employees dedicated to promoting open dialogue and providing peer support. Additionally, we conducted firmwide training sessions to equip everyone with the knowledge and tools to discuss menopause with sensitivity and understanding.

A key part of our effort was developing menopause guidance to complement existing policies like those for flexible working and absence. We also created a resources hub with information on menopause, treatment options and coping strategies, making support more accessible to all employees. This approach ensures that our employees can manage their symptoms, while maintaining their professional lives.

Beyond our internal efforts, we’ve hosted external events, such as webinars and roundtables with clients, aiming to raise broader awareness and encourage other workplaces to become Menopause Friendly too.

The benefits of open conversations

Encouraging employees to discuss menopause openly has had a profound impact on our workplace culture. By creating a space where colleagues feel supported and heard, we’ve fostered a culture of transparency. This has led to improved communication between employees and managers, allowing for more personalised support and reasonable adjustments to be made.

As a result, employees who are experiencing menopause symptoms are better equipped to manage their work without compromising their health. This, in turn, leads to improved performance outcomes and strengthens relationships within teams. Colleagues are reassured by the firm’s commitment to supporting diverse health needs, which creates a more inclusive work environment.

Our health sessions, covering areas such as Hormone Replacement Therapy (HRT) and Cognitive Behavioural Therapy (CBT), offer practical resources to help employees manage their symptoms. Importantly, we recognise that everyone’s experience of menopause is unique and we encourage an empathetic, personalised approach from managers.

Not every employee feels comfortable discussing menopause and that’s okay. By making support easily accessible and non-intrusive, we aim to care for employees’ wellbeing while allowing them to choose how they engage with the support offered. Our goal is to ensure all employees feel valued and supported throughout this life stage, enabling them to thrive at work.

Breaking the stigma

The stigma around menopause, while not unique to the legal profession, has had a particularly noticeable impact on women in law.

Given the historical underrepresentation of women in senior positions, some may hesitate to speak openly about their menopause symptoms, fearing it could affect their career progression.

This mirrors the challenges women have faced balancing careers and family responsibilities. Menopause can similarly be perceived as a barrier to advancement. This stigma can result in talented women leaving the profession just as they are reaching key career milestones, such as partnership.

However, attitudes are shifting and more organisations are recognising the importance of addressing menopause openly. As we’ve seen with policies supporting working parents, there’s now a growing movement to normalise conversations about menopause. By fostering an environment where employees feel comfortable discussing their health needs, we reduce the long-term impact of stigma on women’s career progression and retention.

The legal profession's role in supporting menopause

The rise in employment tribunal cases related to menopause highlights the importance of fostering psychological safety within law firms. Employees must feel safe discussing their experiences without fear of judgment or reprisal. Firms must be proactive in offering support, not only because it’s the right thing to do, but because there are legal obligations under the Equality Act.

At Burness Paull, we’ve ensured that our policies address menopause and clearly signpost available support. Sharing resources from bodies like the Law Society helps raise awareness internally and training both managers and staff is crucial. We have embraced an intergenerational workforce, which allows employees to share experiences and create a richer, more inclusive work environment.

In addition, raising awareness through initiatives like Menopause Awareness Month or dedicated forums allows employees to share their stories and tips, fostering a sense of community and support. This creates a more engaged and informed workplace, which ultimately leads to higher retention and better performance.

Driving gender equality in law

Menopause awareness and support is not just about health - it is fundamental to driving gender equality in the legal profession. As firms increasingly recognise the importance of creating a supportive environment for women at all stages of their careers, addressing menopause is crucial for retaining talented women and enabling them to progress into leadership roles.

By normalising discussions around menopause and offering tailored support, law firms can remove barriers to career advancement that disproportionately affect women.

The future of gender equality in law depends on how well we support women through life transitions like menopause. By embracing menopause awareness as a core part of our gender equality efforts, we can help to create a legal profession where women can continue to thrive, no matter their life stage.

Emma’s article was first published on the Law Society of Scotland website on 17 October 2024.