JMW Solicitors’ experts address two potential legal issues for coach and bus operators – contract disputes and supporting women in the workforce through menopause
How can we support the women in our workforce through menopause?
October marks Menopause Awareness Month, which is an opportunity for operators to reflect on how they can better support women in the workforce and attract new talent to the sector.
While the industry has made progress in diversifying its talent pool, menopause remains an overlooked factor which can affect recruitment and retention with many women leaving their careers at this stage of life.
Menopause symptoms such as fatigue, hot flushes, anxiety and sleep disturbance can impact confidence, concentration, and overall performance.
In an industry already facing driver shortages and skills gaps, losing experienced female professionals at this stage is a risk the sector can’t afford.
Yet, with the right measures, operators can create environments where women feel supported rather than sidelined.
Practical steps include introducing clear menopause policies that normalise conversations and reduce stigma.
Training managers to recognise symptoms and provide compassionate support ensures women don’t feel isolated or forced to hide their struggles.
Simple workplace adjustments such as access to breathable uniforms, flexible shifts, rest facilities, or temperature control in vehicles and offices can make a big difference.
Operators can also consider peer support networks, or initiatives like Women in Bus and Coach, where women share experiences and advice, fostering a culture of openness.
Partnering with health providers to offer webinars or confidential helplines gives staff professional guidance when they need it most.
By embedding menopause awareness into wellbeing strategies, operators can send a clear signal: women are valued at every stage of life.
This not only helps retain skilled employees but makes the sector more appealing to the next generation of women considering a career in road transport.
I read last month’s Q&A about minimising the risk of a contractual dispute, but what can I do if a dispute does arise?
Keeping lines of communication open can often be one of the most effective ways to resolve matters quickly.
Clearly set out the issues and your proposals to resolve matters with the other party and carefully consider any response. Be open to compromise where possible to avoid matters escalating.
This might involve renegotiating service levels, adjusting timetables or making a few contractual variations to account for operational issues such as driver shortages or vehicle issues.
Taking a conciliatory approach can also help to preserve long-term relationships.
Keeping lines of communication open can often be one of the most effective ways to resolve matters quickly
Keep records of all communications and follow up discussions or calls with emails confirming the items discussed and agreed.
Such documentation may serve as valuable evidence in future litigation.
You should also review the relevant contract and check whether it includes a Dispute Resolution (DR) clause.
If it does, it should outline the steps the parties must take to attempt to resolve the dispute before pursuing formal court proceedings.
It is important to follow a DR clause as ignoring it may affect your ability to bring a claim.
Taking legal advice at an early stage can make handling a dispute much easier. A solicitor can review the background, determine liability, and advise on the best options to achieve a swift and cost-effective resolution.
If court action is looking likely, having legal support is invaluable as a solicitor will ensure all court rules and procedures are followed and deadlines are met.
Having that support allows you to focus on the day-to-day running of your business.
[Answers by JMW Solicitors – Laura Hadzik, Partner; Hayley Evans, Senior Associate; and Rachel Steel, Solicitor]
