Sureena Brackenridge

I thank my hon. Friend the Member for Neath and Swansea East (Carolyn Harris) for securing the debate. It is fantastic to see her continuing to call for better support for and awareness of menopause, which too often is treated as a private inconvenience. It is the reality for many, and we should make it the reality of the workplace. Millions of women balance emotional, physical and professional demands with symptoms that can be debilitating. As we have heard today, menopause affects not just women in their mid-life, but younger women, who may experience early onset for a number of reasons, including medical ones. I am sincerely grateful to the women in Wolverhampton North East who shared their stories with me. They include a lady whose story will not be unfamiliar to many here today, including those in the Public Gallery, who I thank for coming to support this important debate. She is a senior leader who has always been regarded as unflappable. Others turn to her in a crisis; she is always confident and capable. But when her hot flushes started to persist, they disrupted meetings, and brain fog made her doubt her judgment. When her sleep became patchy and exhaustion crept in, she did not feel that she could say a word, because in her workplace there was no policy and therefore, she felt, no flexibility. Her punctuality was hit after sleepless nights. She used annual leave to cope, but that was not enough. She avoided opportunities that she once would have gladly embraced. Eventually, she decided to step back from a promotion that she knew she had earned. It does not have to be this way, and it should not be, but we note the scale of the issue. The Chartered Institute of Personnel and Development reports that more than half of women experiencing menopause have missed work because of their symptoms, and one in 10 leave the workforce entirely. That has an estimated economic cost of £1.5 billion each year. I welcome the measures in the Employment Rights Bill that will require larger employers to publish menopause action plans, but I must echo my hon. Friend and ask for monitoring of their impact and efficiency. The commitment to provide guidance for smaller employers on uniforms, temperature, flexible working and managing menopause-related leave is equally important, and the appointment of a menopause employment ambassador, supported by an expert advisory group, gives the agenda real momentum to forge progress and the provision of better support. However, legislation and leadership must be matched by cultural change. Employers need to understand that by supporting women through menopause, they will retain dedicated and experienced staff, so it makes good economic sense. If we want experienced women to stay in the workplace and thrive at work, we must foster environments in which speaking up is seen not as a weakness, but as part of a modern, responsible and inclusive workplace, and as the norm.