A recent survey of 1,001 employees has revealed that 44% of menopausal employeeswho have experienced symptoms linked to the menopause, do not divulge the information for fear of it negatively impacting their career. Moreover, 48% of those surveyed stated they would lie about the reason for taking time off work, with 39% stating they were too embarrassed to discuss the topic of menopause at work.
So, what can employers do to support menopausal individuals?
Employers could:
- Create an internal support system – this could be laid out in a menopause policy, and could point employees to individuals or “champions” who are experienced and/or trained to support their individual needs or offer guidance;
- Consider implementing reasonable adjustments, depending on the individual’s symptoms. For example, these could include the provision of cool air fans, regular breaks, access to cold water and breathable uniforms;
- Ensure line managers and the HR department receive appropriate training;
- Raise awareness to tackle the stigma; and
- Consider flexible working, or if you have already implemented flexible working, consider extensions and/or exceptions to your policy.
Please feel free to contact the Employment Team on [email protected] for any assistance.
