Tag Archive for: menopause

The Menopause at work – World Menopause Day 2023

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World Menopause Day is observed annually on October 18th. For HR professionals, it’s an opportunity to reflect on the work being done within their own organisations on this issue and a chance to foster inclusive workplaces by addressing the unique issues that menopausal employees encounter.

The menopause, a natural phase in a woman’s life typically occurring between the ages of 45 and 55, brings about physical and emotional changes. In the workplace, these changes can manifest in various ways, including hot flashes, sleep disturbances, mood swings, and cognitive changes. These symptoms can significantly impact an employee’s performance and well-being.

So, how can we best create a supportive workplace?

  • Awareness: The first step for HR professionals is to raise awareness among employees and managers about menopause. Offering workshops or information sessions can help eliminate misconceptions and reduce stigma.
  • Flexible working: Consider implementing flexible working arrangements, allowing employees to adapt their schedules to better manage their symptoms. Remote work options, adjusted hours, or reduced workload during difficult periods can make a significant difference.
  • Review your policies: Ensure that your organisation’s policies, including sickness absence and performance management, are menopause-friendly. Adapt them if needed and consider introducing a menopause policy.
  • Training for managers: Provide training to managers on how to support employees going through the menopause. Encourage open and empathetic conversations, making it easier for employees to discuss their needs.

There are many benefits of a menopause friendly workplace. Providing a supportive work environment is of course best practice. It also has benefits for your organisation, including improving retention rates, reducing absence rates, and improving the engagement of your employees.

World Menopause Day 2023 is a timely reminder for HR professionals to prioritise the well-being the issue of the menopause in the workplace. By taking proactive steps to raise awareness, adapt policies, and provide support, you can create a workplace that empowers women to navigate this natural life transition with confidence and dignity.

For further advice or guidance, or for training for line managers around the menopause and the workplace, please contact Caitlin Anniss in our team on 07909 683 938.

Menopause Not Set to Become a Protected Characteristic

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With just over 15 million women in the workplace, the last few years has seen a welcome focus on how the menopause can impact staff and what employers can do to best assist women through this stage.

Last week the Government responded to the House of Commons Women and Equalities Committee report Menopause and the Workplace (July 2022). 

The report had made a number of recommendations, including:

  • introducing sex and age as a single dual protected characteristic under the Equalities Act 2010 to protect women going through menopause
  • launching a consultation on how to amend the Equalities Act 2010 to include ‘menopause’ as a new protected characteristic

What Are The Government’s Plans?

The Government’s response does not accept either of these recommendations, pointing to existing protections available for those experience menopause. This response was in many ways as expected and in accordance with previous government statements. 

However, the Government has, in part, accepted some of the Committee’s other recommendations, including the appointment of a Menopause Ambassador/Champion, a ministerial appointment within the Department for Work and Pensions; and, bringing forward legislation to make the right to request flexible working a day one employment right. 

No timetable has been announced in respect of introducing these provisions. We will keep you posted as and when the Government releases further details, and provide information of how they may affect your business.

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How Can You Best Support Staff Going Through Menopause?

You may want to consider how best to support any staff currently going through the menopause. This could include:

  • Introduce a Menopause Policy for staff. Many of you will have already done this, it is a useful way to show your support for staff, emphasise your commitment to addressing the impact of menopause and a useful way to channel any queries from staff.
  • Appoint a Menopause Champion to act as a central point of contact for staff.
  • Provide training for line managers on the symptoms of menopause and how to support and speak with staff who may be experiencing symptoms. This can be a sensitive subject and line managers are often the first point of contact for staff and may need guidance on how best to approach conversations such as this.
  • Consider what can be done to help staff experiencing the menopause, for example considering home working and adjusting working times.
  • Reviewing the working environment to ensure it is conducive to working if a member of staff is experiencing the menopause – for example, the room temperature and access to toilets.
  • Create an open and trusted environment for staff. Implementing the recommendations above will help you to do this. Menopausal symptoms can be managed in a way that supports staff to be able to continue to work in the best interests of your business.

For further information or to discuss how NQHR can help your business to support staff please contact Rachel Brodie in our team on 07881 092528.

World Menopause Day – Improve Employee Awareness, Wellbeing and Support

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18 October is World Menopause Day, a day focusing on menopause, aiming to raise awareness about menopause and improve health and wellbeing for women around the world.

We look at how it might be impacting your workplace and what you can do to support your employees.

What Is Menopause?

The menopause is when a woman stops having periods, as a natural part of ageing, and it usually happens between 45-55 years of age. What is less known and understood is the stage leading up to menopause, known as the perimenopause.

The perimenopause refers to the time during which the female body makes the natural transition to menopause. Many women start to experience symptoms to greater or lesser degrees. Similarly this stage itself can vary in length – it can often last for four to five years, although for some women it may continue for many more years or for others last just a few months.

How Does Menopause Affect Women in the Workplace?

In 2021, there were 15.5 million women in the UK workplace. Of those, around a fifth were over 50. In the UK, the average age for a woman to go through menopause is 51, however around one in a 100 women experience menopause before age 40. This is a normal process for a large section of your workplace.

The variety of symptoms experienced range from hot flushes, night sweats, low mood, poor memory, insomnia, anxiety/panic attacks, headaches, fatigue to joint pains and palpitations. These can be debilitating in any context, but their impact can be amplified for an employee at work.

According to recent CIPD research, 59% working women with menopause symptoms have said that it has a negative impact on them at work. 30% said they had been unable to go into work because of their symptoms, but only a quarter of them felt able to tell their manager the real reason for their absence.

How Can You Support Your Employees at Work?

The varying durations and symptoms of both perimenopause and menopause can make identifying appropriate support strategies difficult for employers. Some women also may not identify the symptoms they are experiencing as being linked to the menopause so may not ask for support.

It is certainly true that menopause has become a more widely discussed topic in recent years – thanks to greater media interest, government focus and shared celebrity experiences. However it remains for many people a subject they may find difficult to talk about.

As an employer you can support by:

  • Increasing awareness amongst all staff. Create an open, encouraging environment where people feel comfortable discussing their concerns and supported by line managers and colleagues alike. Consider running awareness campaigns.
  • Treating menopause in same way as you would any absence with appropriate sickness absence management procedures.
  • Discussing possible adjustments for employees experiencing menopause related to their specific symptoms such as flexible start/finish times, adjustable temperature control, quieter workspaces etc.
  • Developing a menopause policy to outline what support is available to staff.
  • Training your line managers specifically on dealing with menopause issues, so they are able to handle any discussions sensitively and professionally.

As the workforce demographic continues to change, this issue will become more and more important to businesses. Employers who act now to raise awareness across all staff and to implement appropriate support mechanisms for employees experiencing the menopause, will be well placed to deal with any future challenges.

Narrow Quay HR can help you in identifying what support would be useful for your business – whether it’s creating a menopause policy, running awareness campaigns or training sessions for line managers.

For specialist HR support with any of these issues, please contact Sue Meehan Boyes in our team on 07384 468797.

NQHR Club – Managing Menopause in the Workplace

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Tune in to our free virtual HR club webinar – Managing menopause in the workplace

Date: Wednesday 14 September 2022

Time: 9.00am – 10.00am

Type: Virtual Online Event

Cost: Free

Register Here

In this informal session, Lead HR Consultant Caitlin Anniss from Narrow Quay HR and Jessica Scott-Dye, Employment lawyer from VWV, will talk through the issues that can arise in connection with managing employees who are going through the menopause in the workplace. The menopause and its impact on work is highly topical at the moment and has prompted employers to consider what they do within their workplace on this topic. 
 
We will use case studies to highlight the key legal and day to day issues involved and provide practical ways for HR professionals to deal with them.

The session will be conducted virtually but we will use polls and the chat function to make the session as interactive as possible.

Speaker:  Caitlin Anniss & Jessica Scott-Dye

We hope you are able to join us. If you have any queries, please contact the Events team.

Menopause in the Workplace

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With World Menopause Day last month, and the continued press coverage, Menopause at work remains a significant focus for employers.

Are Your Employees Supported Enough?

A recent poll found that of those individuals experiencing symptoms of the menopause:

  • 23% have left jobs due to symptoms
  • 1 in 5 said they were not given a pay rise or promotion
  • 13% said they had to go through a disciplinary procedure

All this was despite the fact that nearly all businesses polled (95%) recognised that symptoms negatively impacted on work.

What Can Employers Do?

  • Start the conversation – hold open forums, consultations, surveys.
  • Introduce a menopause support policy.
  • Train your line managers on how to support impacted employees.

We can support you on developing training and guidance materials, please contact Helen Couchman in our team on 07799 901669 to find out more.

How to Manage the Menopause in the Workplace

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Managing the menopause in the workplace has become a more topical issue in recent times.

In this article, we will consider:

  • why employers need to think about this
  • the legal context and risks
  • practical tips for managing staff who may be going through the menopause.

There are 15 million women in the UK workforce, and 3.5 million women over 50 in UK workplaces. Currently, one in eight women in the UK workforce is over 50, but this is forecast to rise to one in six by 2022. In the UK, the average age for a woman to go through the menopause is 51, so there is a large group of UK employees who are going to go through, or have gone through, the menopause.

ACAS suggests that two million women aged over 50 will have difficulties at work, due to symptoms of the menopause and that one in three women over 50 will have had severe symptoms from the menopause or perimenopause.

How employers manage the menopause in the workplace will impact on staff well being, staff retention, and equality and diversity.

Legal Context

Employers have a duty to minimise, reduce or where possible remove, health and safety risks for workers. So, ensuring that menopausal symptoms are not made worse by the workplace or work practices, and making changes to help a worker manage their symptoms at work is critical. There is also a duty not to behave in a way which may undermine the implied duty of trust and confidence.

There is limited case law dealing with menopause transition in the UK but two first instance decisions have recently linked the menopause to the protected characteristics of sex, and disability. There is the possibility of other successful discrimination claims being brought in future, for example, indirect discrimination, failure to make reasonable adjustments, victimisation or harassment.

Employers should consider how to manage their risks by carrying out risk assessments, reviewing their policies and procedures, considering training and thinking about environmental factors, such as temperature control.

What is the Menopause?

The menopause is a natural stage of life, usually starting in the late 40’s and involves the decline of women’s oestrogen levels until no eggs are produced. As it goes on for a number of years, it is better to view it as a stage or transition rather than an event. Some women may also have an early menopause, either naturally, or as a result of surgery or medical treatment. The perimenopause usually starts in mid 40’s.

There are a number of symptoms of perimenopause and menopause – both physical and psychological. Symptoms affect women differently and some can experience very mild symptoms while others experience very severe ones. Symptoms can include; feeling tired and low on energy, hot flushes, irregular and heavy periods, aches and pains, mood swings, difficulty sleeping and night sweats, anxiety and panic attacks, struggling with concentration or focus, and headaches and migraines.

Women who do not get support with symptoms may lose confidence in their roles at work, and may suffer with poor mental health.

What Can Employers Do?

  • Think about and talk about the topic
  • Treat symptoms of the menopause as you would any other health condition.
  • Make work an open environment where employees can talk about their symptoms, if they are causing difficulties at work
  • Think about introducing a Menopause Policy
  • Talk to staff who are struggling about appropriate adjustments
  • Involve line managers
  • Think about appointing Menopause Champions in your workplace
  • Raise awareness of the topic in your workplace, in a way appropriate for your culture – posters, newsletters, a menopause policy, menopause cafes can all work. Use simple messages and get senior management on board.

Appropriate adjustments may include private areas to rest, working time arrangements, access to toilets, and a good temperature in the workplace. Discuss options with the staff concerned. Think about alleviating the barriers to allow women affected to carry on in their role.

Think about how this process will be managed in practice. There should be conversations with the employee, identifying specific issues, and identifying any appropriate adjustments which may help. These should be recorded and a follow up should be arranged. Decide who can make decisions about adjustments; line managers or senior management?

The Role of Line Managers

Line managers are critical in managing the menopause in the workplace. They are typically the first point of contact for people who are struggling with symptoms. They are responsible for implementing policies and supporting good performance, as well as also responsible for managing absence and supporting returns to work.

  • Encourage regular one to ones between managers and their staff. This can create the environment where staff can speak up. Managers should keep information discussed at these meetings confidential and agree with the staff member who they are happy to inform and how.
  • Train line managers in how to deal with sensitive conversations such as these.
  • Encourage managers to ask about staff well-being or issues which they have noticed, but not to ask direct questions about the menopause. Remember that it is up to the individual to disclose their symptoms.
  • Create awareness for managers so that they are comfortable in providing information and training on the topic.

Difficult Areas:

  • For some women, the symptoms of the menopause may affect their performance or cause absences. Take this into account when managing performance and making adjustments, for example by treating absence related to the menopause separately to absence for other reasons.
  • Remember that the menopause is potentially a long term health issue and may fluctuate over time.

Summary

There is likely to be an increased focus on managing the menopause in the workplace as the number of women going through the menopause increases in the UK workforce. This presents potential challenges to employers, but also rewards in terms of increased staff well-being, good staff retention rates and good HR practice.

Related Resources

The HR consultants at Narrow Quay HR are available to chat through any queries you may have related to menopause and are able to help with any of the issues raised, including menopause policies or a review of your practices and procedures. Please contact our HR specialist Caitlin Anniss on 07909 683 938.

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Webinar – Managing the Menopause In the Workplace

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How can managers support individuals going through the menopause? Our HR Consultant Caitlin Anniss and VWV’s Employment Associate Jessica Scott-Dye discuss.

In our webinar, we discuss:

  • Why it’s important
  • Legal context
  • Options for employers
  • Current guidance around managing the menopause in the workplace
  • Practical tips
  • Raising awareness
Watch Our Webinar

How Can We Help?

Our specialist HR consultants can help your organisation by:

  • providing support with your day to day HR issues
  • auditing your HR policies and procedure to identify problems and suggest improvements
  • training for your staff
  • practical support with consultations and other HR projects
  • carrying out investigations into grievances, disciplinaries and other matters

Related Resources

If you require any HR support in relation to consulting with your staff, please contact our HR Consultant, Caitlin Anniss on 07909 683938 or VWV’s Employment Law Associate, Jessica Scott-Dye on 07799 901 428.