Your SME might think it is on top of issues surrounding equality, diversity and discrimination – but has it considered the effects of the menopause on employees?
If not, it could be time to introduce a menopause policy. Plenty of larger employers now have these and, increasingly, smaller operations too.
This doesn’t have to be a long and complicated document – it can be a simple statement clarifying your company’s approach to supporting those undergoing the many, varied and often protracted symptoms that can surround this stage in the lives of female, trans and non-binary members of staff.
When such intentions are written down, employees know what to expect and management staff are clear on what they have agreed to provide.
There are resources out there to help you as an employer to get this right. However, before we point out some useful reading matter, it’s important to stress that regardless of policies that may or may not be in place, staff affected by the menopause are protected from discrimination by the Equality Act 2010, in the categories of age, sex and disability.
The Health and Safety at Work Act 1974 can also be useful, if working conditions change because of menopausal symptoms.
Companies keen to bolster their commitment could follow in the footsteps of big names such as M&S, BBC, Astra Zeneca and Co-op by signing up to the charity, Wellbeing Of Women’s Menopause Workplace Pledge.
This simply calls on participants to recognise that the menopause can be an issue in the workplace and that assistance and understanding may be required. The charity advises talking openly, positively and respectfully on the topic, and actively supporting those affected.
The charity claims almost 900,000 people in the UK have had to quit their jobs due to symptoms – and turning this situation around can help to increase staff retention, reduce recruitment costs and improve productivity, as well as ensure a more diverse workforce.
You might also want to check out the Chartered Institute of Personnel and Development (CIPD) and Bupa’s guide to managing menopause at work, including making adjustments and maximising inclusion.
The Trades Union Congress too has produced an interactive guide on menopause to help educate employers and staff about this important workplace issue.
If you would like help creating a menopause policy, or any other HR matter, get in touch to discuss your requirements.