Menopause In The Workplace

Menopause In The Workplace

Menopause In The Workplace

Home Services Menopause In The Workplace

Menopause In the Workplace

Menopause In The Workplace

Companies should be committed to providing an inclusive and supportive working environment for all staff, this includes supporting menopause in the workplace.

CIPD guidance recognises that the menopause is an important gender and age equality issue, and should be part of an organisations approach to developing inclusive workplaces, supporting women’s progression at work throughout their employment cycle. 

If women experiencing menopause are treated detrimentally because of menopause symptoms, it could potentially give rise to sex and age discrimination.

Therefore, as part of an overall wellness policy, companies should consider how they will support their staff who are experiencing symptoms associated with menopause or perimenopause, through the implementation of a Menopause Policy.

Aim of a menopause policy

The aim of a menopause policy is to support staff experiencing menopause in the workplace and help them to minimise the impact it can have on them in the workplace.  

The menopause policy should inform staff and managers about the potential symptoms of menopause, what the potential consequences can be and what support is available to them. The policy will help support those experiencing menopause in the workplace, keeping talented females in the workplace. 

Companies should aim to create an environment where staff feel confident enough to raise issues about their symptoms and ask for reasonable adjustments at work, a menopause policy is a step in creating this environment.  

 

Line manager’s role in implementing the menopause policy

Line managers will play an important role in the implementation of the menopause policy, and they should make sure that they understand the Menopause Policy and supporting guidance.

They should help staff experiencing the menopause to feel supported, and to be effective in their role and ensure staff are aware of sources of help and support available to them, from both internal and external sources.

Line managers should be trained on having open discussions with staff and to treat the conversation sensitively and professionally.  They should be aware of sources of support for staff and be understanding and make fair decisions, with respect to requests for reasonable adjustments. 

It is important to bear in mind that a ‘one size fits all’ approach will be counterproductive as each person experiencing the menopause will have different symptoms and levels of severity, for varying lengths of time.

Line managers should ensure ongoing dialogue and review arrangements regularly to check that any reasonable adjustments agreed remain appropriate and adequate and seek further advice from an Occupational Health & well-being service if required.

Having a well-thought-out menopause policy within the workplace will give employees the necessary tools to feel confident in approaching their line managers when dealing with menopause in the workplace, taking away the fear and worry of speaking openly about their symptoms in a safe environment.

Menopause recommendations to UK government in 2023

 

Accepted the recommendation for menopause ambassador

The recommendations were submitted to the UK Government to
appoint a Menopause ambassador. The ambassador would train and help business
stakeholders to understand the best practices and disseminate awareness
regarding menopause.

This recommendation was accepted, and the ambassador will
work alongside the Women’s Health Ambassador limiting the duplication of
workloads.

The main aim of appointing a menopause ambassador is to raise
awareness of menopause in the workplace.

Rejected model menopause policies

Alongside appointing a menopause ambassador, it was
recommended to consult with the ambassador to develop “model menopause
policies” covering reasonable adjustments requests, sick leave as a result of
menopause symptoms, and training to create a supportive workplace.

However, the Government felt this was not necessary, they
feel the more effective measure is to highlight relevant policies within their
industry, which allows the business to tailor the policies to business needs.

Rejected menopause leave

The UK Government was also asked to trial a “menopause leave
policy” with the aim of supporting women experiencing menopausal symptoms
making working difficult.  This trial was
to start with large public sector employers and roll out after 12 months.

 

Unfortunately, the government rejected this recommendation, stating
they don’t believe it is necessary. The Government’s core focus is to encourage
employers to develop and carry out menopause policies with best practices and
other support measures including flexible working. The UK Government feel “menopause
leave” would be “counterproductive” for achieving their goal for employers to
implement better menopause policies. 

 

How we can help your business with a menopause policy

Our team of HR consultants can help your business implement a menopause policy that safeguards your business and helps support your employees experiencing the menopause symptoms. Our HR consultants can also assist you through any employee issues relating to menopause and identify reasonable adjustments. 

Menopause has been called to become a protected characteristic in the UK under the Equality Act by MP’s in July 2022, and getting ahead of this and implementing a menopause policy is highly recommended.

Building a supportive culture for Menopause in the Workplace

Services
Contact HR Consultants

Please fill out your details below and a member of our team will get in touch with you.

Don't just take our word for it

Enda Young
Enda Young
2023-05-30
We've been working with BeyondHR in Mediation Northern Ireland for the past six months. I highly recommend their services in regards to HR issues around staff Handbooks, policies and procedures, health and safety and general HR guidance.
Armagh Rhymers
Armagh Rhymers
2023-02-15
Beyond HR has been a brilliant support to ABC Community Network, very professional and efficient! The staff has been fantastic, especially Lauren and Deirdre. Cormac made the process of signing up very easy and cost effective. Thank you for all the support and guidance. Emma
Trevor Finlay
Trevor Finlay
2022-10-13
The clue is in their name. They really do go beyond the call of duty. We have had an excellent service from the team over several years. Highly recommended for supporting on all staff related issues.
Iain Mcbride
Iain Mcbride
2020-08-21
MAC Recruit Group were referred to Natalie and Beyond HR, to help with our initial set up and growth of the business. We received a fanstastic level or service where no questions was too small and all queries were answered in a very timely manner. I have no hesitation to referring Natalie to other business owners and we will continue to use the service for many years to come.
Tracy McGrath
Tracy McGrath
2020-08-21
As a start up business, we required help and support to ensure both our business and staff were protected when it came to policies and procedures. We decided to speak with Natalie to find out what we required as a business. From initial telephone conversation, to face to face meeting – Natalie has been amazing. Value for money is brilliant and always knowing Natalie is at the end of the phone for any urgent questions is great for peace of mind. This allows us to free up the time to concentrate on our business. Since engaging Natalie over a year ago, we have recommended Natalie to a number of Clients, friends and family – all have businesses that employ various numbers of staff. She is an asset to any business small or large and her knowledge is second to none.
Anne Muir
Anne Muir
2020-08-03
Fabrication Specialists Limited required a company who could keep us up to date with employment law and compliant with the requirements of employee contracts etc. We are delighted with the help and professionalism of Beyond HR, in particular Natalie who is always on the end of the phone when we need her. In these uncertain times dealing with Covid19 issues, BeyondHR have guided us through the requirements of furlough step by step making the whole process much easier to deal with. I would not hesitate to recommend BeyondHR to any company seeking this type of service.
Joanne Peters
Joanne Peters
2020-07-31
Natalie has been so helpful in helping me to set up my new business. She has been informative, efficiant and has helped connect me with other useful contacts. Thank you so much. 5* service