How to Support Employees Experiencing the Menopause

There are a number of practical steps that an employer can take to lessen the impact of the menopause on employees at work and to ensure that working conditions do not exacerbate their symptoms. Employers could  implement measures in response to a general risk assessment relating to potential menopausal issues, rather than waiting for an individual employee to request assistance. However, what will be helpful for individual employees will depend on their symptoms and their individual circumstances, the employer should not take a one-size-fits-all approach. The type and severity of symptoms can vary significantly between women. Therefore, where an employee is experiencing adverse menopausal symptoms, the employer should discuss with them what practical support would be helpful and avoid making assumptions.

Introducing a policy can help create a supportive culture for employees experiencing the menopause and can be aimed at making managers and staff more comfortable with talking about the menopause.

Employers who already have a health or wellbeing policy could include a dedicated section into this policy and can outline symptoms and signpost to resources available on the internet for help and support.  Other HR policies and procedures such as training, flexible working, working conditions, performance and absence may need to be adjusted.

 

If you need assistance with writing or introducing such a policy, please let us know by email info@sos-hr.co.uk , call us on 01473276170, or utilise our contact page.

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