Menopause at Work – How can I support my employees?

Throughout the last couple of months there has been some mention in the media about the menopause becoming a protected characteristic. Its important that employers should think about what they can do to make sure they are supporting their employees, as with any area of employee relations it can be difficult for the employer to know how to support.

There are a few things employers should think about doing:

• Promoting an open environment is paramount, it cannot be stressed enough how important it is to try and encourage dialogue. Encourage open conversations and train line managers on how to recognize symptoms of menopause and how to support.
• Continually creating awareness around the menopause and discourage negativity around it. 
• Consider have menopause support groups.
• Look at introducing workplace adjustments and consider flexible working requests. Employers must consider flexible working requests from day one of employment for all employees now.
• Policies should not be set in stone, and therefor should be reviewed to make sure they work for those experiencing menopause, particularly sick leave policies, performance management and flexible working.
• If it is possible then look to have dedicated support with an champion at work who can support others, similar to a mental health first aider, have someone who can be responsible for supporting those with menopause.
• Encourage using any resources available to employees such as employee assistance programmes.

All of these things are so important because it can be difficult for an employer to know how to support an employee in a situation like this. Opening up dialogue is key to supporting employees. 

In the latest development, the government has concluded that the Equality Act 2010 will not change to include the menopause as a protected characteristic, however there has been a large increase in tribunal claims citing menopause. 

It is crucial that employers consider taking the steps above because whilst the menopause itself is not a protected characteristic, age, disability and sex discrimination can be included in any claim around menopause.

It can seem a difficult area for an employer to try and support their employees with menopause and therefore it is useful to get HR involved with this to help plan through line management training and focus groups with line managers to understand how best to begin creating an open culture in your organisation, to facilitate effective conversations. Ultimately that is key, it isn’t about changing things dramatically, often it is about being able to facilitate a culture where people feel they can speak openly to their employer, and know that they will be supported.