With menopause occurring for over half the population, it is essential that employers take note of its impact. Menopause is finally becoming much less of a taboo subject, and it is great that the stigma is finally shifting. However, this also leaves the door wide open in terms of employers being properly equipped to tackle this subject in the workplace.
Practical approaches that can be taken
It is so important that employers offer support throughout every stage of the menopause, including having early and regular conversations with staff to help ensure that their needs can be understood and that procedures are put in place to ensure that they can continue to do their job effectively.
There are several steps that can be taken in this regard, and some of the following are examples of potential problem areas to consider:
- Shift patterns and length of shift
- The ability to take regular toilet breaks
- Roles requiring a uniform which may cause discomfort
- Roles with not much flexibility
Management support
It makes sense to invest and train management to make sure that they understand the complexity of the menopause, including:
- How to talk with and encourage staff to raise menopause concerns.
- What the various stages of menopause are, and how it can affect staff.
- What support and company policies are available to staff.
- How gender identity links to menopause and why it is important.
Of course, it is key to ensure that employers adopt the relevant procedures, such as implementing a Menopause Policy. At the same time, it would also be useful to review existing policies, such as Absence Management, Sickness, Flexible Working, and Diversity and Inclusion policies, to ensure any relevant links are highlighted and updated.
What role can men play in helping to address the issue?
It is important that men are visible regarding this topic by attending awareness sessions and taking action within their own roles; everyone has a part to play. In the workplace, it is important to recognise that the role a man might hold may change the level of support needed; the key thing for everyone is education and cultural awareness.
Menopause Risk Assessments
By law, employers are responsible for the Health and Safety of all staff, including those working from home. As part of this, workplace risk assessments are commonplace. Employers also need to make sure that menopause symptoms are not being made worse by the workplace or workplace practices.
Risk assessments for those who are affected by the menopause, should include consideration of things such as:
- Temperature and ventilation of the workplace.
- Access to a staff restroom or quiet space.
- Easily accessible toilet facilities.
- Access to cold drinking water.
Finally, appointing a Menopause or Wellbeing Champion in the workplace would give staff a dedicated point of contact for advice or if someone wanted to speak with a person other than their line manager about the subject. A Wellbeing Champion could also offer support to HR and management in terms of raising awareness amongst all staff and ensuring that the topic of menopause is handled sensitively, with dignity, and respect.
If you need any further support implementing any of this in the workplace, please call Howarths on 01274 864 999.
Written by Sally Mason, HR Growth Advisor.
