Unite: Sainsbury's accused of hypocrisy: Failing menopausal workers while cynically promoting menopause products

Unite has criticised the supermarket for leaving struggling staff behind after continually failing to establish a menopause policy

Sainsbury's has been criticised by Unite, the UK's leading union, for its continual failure to implement a menopause policy for staff while simultaneously promoting a new line of menopause products.

Last month, the supermarket became the first UK grocer to launch an own-brand skincare range carrying the MTick symbol. This is a sign created by the organisation GenM to signpost products that can help relieve at least one of the 48 menopause symptoms.

However, workers at Sainsbury's have been pushing for a firm menopause policy to be introduced for several years to no avail, saying at present the firm only offers a set of guidelines which are open to interpretation by managers.

This has left women workers at Sainsbury's who are going through the menopause having to take unpaid time off for medical appointments or coming into work while suffering impairing symptoms as they fear triggering a disciplinary for absence if they are off sick too much.

One woman was even dismissed after suffering from menopause-related brain fog and forgetfulness that affected her work, later winning compensation from Sainsbury's.

This is all despite the fact that in October 2023 Sainsbury's made a commitment to GenM to create a menopause policy for its workers, something which was well-publicised at the time.

Unite general secretary Sharon Graham said: "Shame on Sainsbury's for letting down its staff when it comes to implementing a much-needed menopause policy.

"Sainsbury's cares about the detrimental effects the menopause has - but only for paying customers rather than its staff, who are left suffering in silence with debilitating symptoms at work and not being taken seriously.

"This blatant hypocrisy must end now. Sainsbury's must keep to its commitment to have a menopause policy and not just make false promises for good publicity."

Unite reps have since asked for menopause to be put into Sainsbury's policy as a reason for long-term sick leave but this request has been denied.

Today (18 October) marks World Menopause Day. Unite is calling on Sainsbury's to do the right thing and finally bring in a firm menopause policy for its staff.

The company's new 'the Edit' range is Sainsbury's biggest own-label skincare launch in years and features nine affordable MTick certified products advertised as easing symptoms caused by the menopause.

While much fanfare has been made of this, at present women workers at Sainsbury's are only covered by guidelines which are open to interpretation and not fit-for-purpose.

They are not allowed paid leave for GP appointments and women have said some managers can be difficult about giving women flexible leaving or time off or lack knowledge of the issue.

One worker said: "The brain fog can be really bad, but it is sometimes seen as you making mistakes or being forgetful. I also suffer from achy joints since starting the menopause and struggle to move some days, but often have to force myself to come into work as I get worried that too many absences will trigger a disciplinary.

"One manager referred to the menopause as a 'disease' while another said if it's so bad then everyone would be off with it. There needs to be training on it, especially as the workforce is female-heavy and this will affect so many workers, as currently there is very little understanding of it."

Unite is demanding that employers such as Sainsbury's understand their responsibilities to staff and take action to create menopause-friendly workplaces.

Previous research by Unite found 83 per cent of menopausal women do not have access to support within UK workplaces. Among these women, many expressed feeling uncomfortable talking about their experience in male-dominated work environments and some have even been denied basic adjustments in the workplace such as fans or a leave of absence.

The union is currently supporting members through its network of workplace reps in order to ensure employers address the issue of menopause and introduce and enforce positive policies. These include adjustments to the work environment, paid time off for all medical appointments, treatment and flexible working patterns and training for managers.

Unite has also introduced a standalone model policy that reps can bring to the bargaining table and health and safety forums, which can be found here.

Unite national women's officer Alison Spencer-Scragg said: "Unite reps at Sainsbury's have been trying to get a good menopause policy in place for several years, but the employer has dragged its heels leaving women in the lurch and some even losing their jobs due to their symptoms.

"To rub salt into their wounds, Sainsbury's is now promoting products that support its customers during the menopause while not supporting its own staff. Sainsbury's must practice what it preaches and implement this long-awaited menopause policy.

"This is something that must not only happen at Sainsbury's, but at workplaces across the country. It's time to ensure employers introduce positive menopause policies that reflect a commitment to women's health and safety at work."

ENDS

Notes to editors:

Further case studies:

A Sainsbury's employee was shopping in store on their day off. The chose to use the Smartshop scan gun to shop as you go which was been pushed by management. During her shopping she experienced brain-fog due to menopause after being distracted by a major health and safety incident down an aisle. When checking out there was discovered to be an item not scanned. The assistant on duty rescanned the missing item which was then paid for as is usual practice for a customer.

Subsequently the employee was investigated and sent to a disciplinary where they were dismissed despite the evidence of brain-fog presented in medical notes.

A Sainsbury's employee with diagnosed menopause was subjected to enforced contract change to work evenings despite highlighting the medical detriment due to worsen symptoms at that time. Further attempts by the employee to change hours through reasonable adjustments failed which eventually resulted in resignation due to ill health caused by the working times.

A Sainsbury's employee was suffering due to symptoms of menopause and had repeatedly requested adjustments from management but was refused any changes.

In a menopause support group on Facebook the employee asked what reasonable adjustments others had in their workplaces.  When asked by another what adjustments the Sainsbury's employee had they explained what had been refused. 

The Sainsbury employee was then taken through a disciplinary process and dismissed for damaging Sainsbury's brand. Their Unite rep won their job back at appeal though the still had a warning on file. 

A Sainsbury's employee working on the hot food counter was experiencing hot flushes and brain-fog that impacted their performance. Despite highlighting the menopause symptoms contributing to problems the employee received a warning for poor performance.The employee became in scope for redundancy during closure of the hot food counters and was unable to secure redeployment due to warnings for poor performance. 

A Sainsbury's employee had four short term absences (one day each) from work due to symptoms of menopause. Despite highlighting the cause of absence being menopause the employee received a written warning and a final written warning for attendance despite no reasonable adjustments being made. 

The managers refused to accept that the severity of symptoms aligned menopause with disability protection in the Equality Act.