How to manage menopause in the workplace
Posted on 2nd October 2024
I covered this a few years ago but since then, the topic of menopause has become quite high profile so I thought it would be a good time to revisit the subject and ensure you are up to date with current policies and laws around this.
Whilst the menopause is not classed as a protected characteristic, under the Equality Act 2010, employers must ensure that a staff member is not unfairly disadvantaged or treated less favourably due to menopausal symptoms.
It is important to remember, especially in the social environments we live in, that the menopause will affect most women and other people who experience a menstrual cycle. That includes trans people and people with variations of sex development.
As an employer, you cannot discriminate against anyone due to them experiencing menopausal symptoms and whilst it is not a protected characteristic, being put at a disadvantage or treated less favourably could be connected to discrimination if connected to a specific protected characteristic and could open the door to further issues down the line.
The menopause usually happens between the ages of 45 and 55 and there are three stages.
🟢 Perimenopause
🟢 Menopause
🟢 Post menopause
Of course, it can happen at any time and can last up to four years or longer. Some people will experience many symptoms whilst for others, it could be minimal.
How can menopause affect staff members?
Menopause can affect people in many ways. From mental health to physical wellbeing, there will be variations of symptoms and everyone will experience it differently.
It could be that,
➡️They lose confidence in their skills or ability
➡️They may feel ashamed and want to take time off without stating the real reasons why
➡️They could experience increased stress, anxiety or depression
If a staff member is not working in an open and honest environment, they may even decide to leave their role for fear of not being supported or able to continue carrying out their role.
There are also physical symptoms connected to the menopause including but not extensive to:
🟢 Hot flushes
🟢 Difficulty sleeping
🟢 Palpitations
🟢 Headaches or migraines
🟢 Muscle aches and pains
🟢 Change in body shape
All of these symptoms can be distressing to an employee who doesn’t feel they are able to be honest about what they are experiencing.
It strikes me as odd that menopause is still such a taboo subject. It affects so many people and it stands to reason that it will impact their role within any organisation yet so many still try to avoid having the conversation.
Logically, if this topic of conversation is out in the open and the fear and shame is taken away, it will lend itself to a far more healthy and productive working environment.
What can employers do to support those going through the menopause?
Policies
First and foremost, if you have not done so already, I would encourage you to have a specific menopause policy. It should outline where the staff member can access help, and how the company will support them.
The menopause comes under the Health and Safety at Work Act 1974 which says an employer must, where reasonably practical, ensure everyone’s health, safety and welfare at work.
Training
It is important that all staff receive training on the menopause, not just managers. Whilst it is important for managers to understand the impact and how to support staff, it is also important that their colleagues understand what they are going through too. This ensures a happy and healthy workforce.
Consider the role and the environment
As an employer, it is important that you establish if there may be barriers for staff members when it comes to their role and the menopause.
For example, can they take regular breaks? Are the toilet facilities easily accessible? Do they wear a uniform that could potentially become very uncomfortable? Is there any flexibility in the role?
These small adjustments can make a huge difference.
Open dialogue
It is important to create a culture where staff feel they can openly talk about their struggles. By doing this, not only does it help the employee going through it but it also helps their colleagues to understand.
It can also benefit the company when it comes to sickness. If there is an open door policy, a staff member is far more likely to be honest about why they are taking time off, giving you the opportunity to offer support and assistance to keep them in their role.
Work environment
Where possible, ensure temperature controls are in place to help with physical symptoms such as hot flushes.
Provide quiet spaces or rest areas where staff members can go to take the pressure off when it gets a little much.
Summary - Key Takeaways
Empathy and Understanding:
A supportive attitude from management can significantly ease the impact of menopause on employees and create a far more healthy and productive environment for the business.
Comprehensive Approach:
Combining policy, education, support, and flexibility creates a comprehensive approach to managing menopause in the workplace.
Ongoing Efforts:
Continuous efforts and regular updates to policies and practices ensure that support remains relevant and effective.
Where the business can adapt and accommodate these changes, they will help to create a workplace environment where employees going through menopause feel supported, understood, and able to maintain their productivity and well-being.
If you need any help or advice on managing menopause in the workplace or need to update or implement a menopause policy, please do not hesitate to reach out.
Tagged as: Menopause; menopause in the workplace
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