Develop a menopause in the workplace policy
To help staff feel supported, it’s a good idea to have a policy specifically for menopause.
This should be shared across the whole organisation, be regularly reviewed and be the basis for any training the organisation gives to managers.
Having a menopause policy can help everyone in the organisation understand:
- what menopause is and how it can affect people
- how it affects everyone differently
- what support is available to staff affected by it
The menopause policy could also:
- explain what training is provided to managers, supervisors and team leaders.
- explain who the organisation’s point of contact is for queries related to menopause.
- show how the organisation is open and trained to talk and listen sensitively about the effects of menopause.
- include the employer’s commitment to support its diverse workforce and to prevent discrimination.
Even if there is a policy, employers should make some allowances when supporting staff through menopause because everyone’s experience will be different.
You should also review your current health, safety and wellbeing policies to make sure they cover any links with menopause.
This could include reviewing:
- diversity and inclusion policies, for example on sex, race, disability and gender reassignment
- flexible working policies
- absence management policies
- sickness reporting policies
Source: www.acas.org.uk