We all know that engaging with employees builds trust and confidence, and results in higher levels of productivity. In her latest blog Helen Burrowes, looks at ways that employers can create a working environment to support their employees experiencing menopause symptoms.
October, marks a month to recognise menopause and the impacts that this can have on individuals. Menopause awareness is vital to ensure that employees feel supported and retained in the workplace.
Promoting an environment where employees feel that they can approach the employer to explain the symptoms and request some reasonable support during this time will help with the businesses retention levels.
According to the National Institute for Health and Care Excellence, symptoms of the menopause can include:
- Hot flushes
- Palpitations
- Fluctuating moods, including anxiety and depression
- Poor memory
Whilst menopause is not a protected characteristic, there are employment law considerations that employers should be aware of. Where the employee suffers less favourable treatment linked with menopause then there could be a claim for direct discrimination on the grounds of sex or age, or where linked to a disability e.g. anxiety/depression. A claim of harassment could occur where another individual makes a comment to a symptom linked with menopause e.g. hot flush, reference to mood.
What employers should do.
Providing guidance in the form of a policy identifies the commitment by the employer to take this seriously, and encourages employees to be respectful and understanding of their colleagues.
Employers can also adopt an open environmental and listen to employees experiencing the symptoms, to understand what they need from the company. Support may include allowing breaks during the working day, referral to the companies Employee Assistance Programme or Health provider for support, making adaptions to the company dress code.
For further guidance and advice, reach out to our HR Consultants who can provide tailored support to your business.