Creating a menopause-friendly workplace
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Posted: Wed 20th Nov 2024
Menopause in the workplace has become an important topic of discussion in recent years, as awareness around the challenges faced by menopausal employees continues to grow.
The government has recently proposed two key initiatives to address this:
Menopause action plans: Employers with more than 250 employees must create and implement menopause action plans. These plans will outline the steps they will take to support employees going through menopause.
General employer guidance: The government will publish general guidance for all employers, covering issues such as uniform adjustments, workplace temperature, flexible working arrangements and leave policies to accommodate menopausal symptoms.
These proposals come at a time when both employers and policymakers are recognising the impact menopause can have on employees' wellbeing and performance.
Importantly, the Equality and Human Rights Commission has confirmed that menopause symptoms, if they meet the legislative threshold, can qualify as a protected disability under the Equality Act 2010. This makes it crucial for businesses to take proactive steps to create menopause-inclusive workplaces.
Why menopause action plans matter
Menopause action plans provide a structured approach for employers to support workers through what can be a challenging period in their lives.
With an ageing workforce, an increasing number of employees are either experiencing menopause or working alongside people who are.
As the stigma surrounding menopause diminishes, businesses are better equipped to address the needs of menopausal employees and make sure they feel supported and valued.
Such plans can help foster inclusivity, reduce the time that workers spend on leave and maintain productivity. When employees feel supported, they're more likely to thrive. As a result, morale improves and staff don't feel they need to move on.
How to write a menopause action plan
1. Assess the current situation
Start by reviewing your existing workplace policies, working conditions and your workforce's needs. Consider running anonymous surveys or focus groups to gather insight on how employees who are experiencing menopause feel about their work environment and any challenges they face.
2. Identify key areas for support
Based on the information you gather, identify areas where you might need to make adjustments or provide extra support. Key areas might include the following:
Flexible working hours to accommodate symptoms such as fatigue or insomnia.
Temperature control in the workplace to help manage hot flushes.
Uniform adjustments to allow employees to wear more breathable, comfortable clothing.
Leave policies that accommodate menopause-related health concerns or medical appointments.
3. Develop clear and inclusive policies
Draft policies that address the areas of support you've identified. Make sure these policies are clear, accessible and inclusive for all employees.
Consider:
encouraging open conversations about menopause to break down the stigma
offering flexible working arrangements, such as remote working or part-time hours
providing access to quiet, cool spaces where employees can take a break if they're experiencing symptoms
4. Provide training and education
Menopause is often misunderstood, so it's essential to educate both management and staff. Training should focus on:
raising awareness of menopause symptoms and how they can affect performance at work
teaching managers how to approach conversations about menopause with empathy and understanding
offering guidance on how to implement support measures effectively
5. Appoint a menopause champion
Consider appointing a menopause champion within your business. This person can:
advocate for menopause-friendly policies
make sure actions are implemented consistently across the organisation
act as a resource for employees and managers
6. Monitor and review your plan
Once your menopause action plan is in place, review it regularly to make sure it continues to be effective.
Speak to employees and managers to assess what's working well and where you could make improvements. Reviewing the plan once a year will help make sure it remains relevant and effective.
Conclusion
With menopause action plans and general guidance becoming more prominent, businesses now have the opportunity to lead the way in creating a supportive and inclusive workplace for all employees.
These initiatives not only help you create a more compassionate and flexible working environment but also make sure you're keeping to equality laws.
Developing a thoughtful and proactive menopause action plan will benefit both employees and your business as a whole.
By taking the time to create a menopause action plan, you'll be well prepared to support employees through this natural life stage, protecting their wellbeing and boosting productivity in the process.
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