Maxine Lynskey, a former consultant for Direct Line, was recently awarded over £64,000 in damages after a tribunal ruled her menopause symptoms as a ‘disability’ under the 2010 Equality Act when her former employer failed to make the correct reasonable adjustments.
After working there for 4 years, she began to experience consistent menopausal symptoms of concentration and memory loss, feeling frequently tearful, and ‘brain fog’. Maxine was transferred to a lower-paid role which was felt would be less challenging for her.
As she continued to struggle in her new role, she was placed on a performance-improvement plan. Despite mentioning her symptoms repeatedly to her direct report, HR were not informed that there were any reasons for her sudden shift in performance.
Click the link below to read the full piece at HR Magazine: