As an employer, there are a number of ways that you can assist and support your staff who are going through, or have been through, the menopause.
From both an employee wellbeing perspective, but also a business protection point of view given the increase in claims citing menopause, putting support and initiatives in place is crucial moving forward.
Charlotte Wallage, solicitor in the Employment team at Wake Smith, looks ahead to World Menopause Day on October 18, and how employers can help their staff.
Each year the International Menopause Society choose a different theme for the focus of World Menopause Day. This year sees the focus on Lifestyle Medicine.
Lifestyle Medicine highlights the importance of looking after your health to ease menopausal symptoms, reduce chronic disease risk and support women’s long-term health.
The International Menopause Society have created factsheets to support six areas of lifestyle medicine to assist during and after menopause. The six areas are:
- Healthy eating
- Physical activity
- Mental wellbeing
- Avoidance of risky substances
- Restorative sleep
- Healthy relationships
How can employers help?
Employers can support staff by:
- Encouraging staff to take breaks during the day, but especially at lunchtime
- Providing training to staff and in particular managers on menopause
- Introducing a menopause policy
- Make reasonable adjustments where menopause may amount to a disability, such as being flexible over start & finish times, providing fans, considering where people sit in the workplace
- Carrying out a risk assessment for any health & safety implications, such as:
The temperature and ventilation of the workplace
Are there suitable spaces for staff to rest?
Is cold drinking water available?
Have managers been provided with training?
- Making allowances to any sickness-absence or performance processes you have in place
Charlotte added: “With more of the UK remaining in employment to an older age than in previous generations, in particular women, it means that more people than ever are experiencing menopause during their working lives.
“As the state pension age continues to increase and people are working longer as a result of cost of living increases, this increase in the age of the workforce is only likely to continue, meaning employers are at some stage going to have to address a situation involving an employee going through the menopause.
“Rather than be caught out and have to react, implementing the steps above will ensure everyone knows what to do and the support available.”
Your next move?
If you want assistance in implementing any of the above steps, please feel free to get in touch with the employment team at Wake Smith who are happy to discuss your options.
Call Wake Smith Solicitors on 0114 266 6660.