Abstract/Summary

At the core of this paper is a critique of labour law’s engagement with menopausal workers in the UK. The critique is framed by an overarching discussion of the coping strategies adopted when lived realities of menopausal workers disrupt traditional organisational cultures, especially its manifestation in the ‘ideal worker’ norm. At the core of the paper is an argument that the legal treatment of menopausal workers is failing to encourage effective management of menopause / workplace tensions and, as a result, validates the promotion of this problematic ‘ideal worker’ norm within organisational cultures. Effective labour laws could however better support menopausal workers: Labour laws could encourage long term individual and organisational resilience by adopting more effective anti-discrimination and dismissal protections and more strongly centring negotiation as a realistic strategy for menopausal workers and employers when navigating any tensions that arise.