The cost of sickness absences has reached £29 billion a year in the UK - that's a lot of ill people and empty offices.
By being aware of the possible reasons for sickness absence, you may be able to keep one step ahead. Menopause is a natural part of the ageing process for almost half of the population, but it is still a subject often shrouded in embarrassment and lack of knowledge. As an employer, it’s important to know how menopause can affect your staff in the workplace and have policies and procedures in place to ensure your staff are cared for.
Evidence has shown that some people may not feel comfortable discussing menopause-related health problems and their impact on work with their managers and may not ask for the support or adjustments they may need. This highlights the importance of ensuring that managers, HR, and staff are aware of the organisation’s menopause policy and are able to offer clear support to staff experiencing menopausal symptoms.
It’s important to note that some staff will not require any additional support, while others may experience more severe symptoms and may need additional support at work to help them cope with the impact of their symptoms. Each situation is unique, and there is no one-size-fits-all approach to supporting staff experiencing menopause.
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Legal Implications of Menopause in the Workplace:
While there are no clear legal repercussions for not having a menopause policy or offering support for menopausal symptoms, it’s worth considering the following:
- The Equality Act (2010) protects workers against discrimination
- The Health and Safety at Work Act (1974) requires employers to, where reasonably practical, ensure everyone’s health, safety, and welfare at work
- If an organisation’s lack of menopausal support infringes upon either of these acts, it could be considered discrimination or a breach of health and safety regulations
Therefore, it’s worth considering offering menopause support to ensure that your organisation is not at risk of violating these laws.
Managing Menopause in the Workplace
The best way to manage menopause in the workplace is by having a menopause policy. This will clearly indicate to staff what they can and cannot expect. It is also important for staff to know that they can talk to Human Resources when they need support and adjustments.
Providing a comprehensive menopause policy will ensure that your staff feels valued and satisfied. In addition to this, managing menopausal staff proficiently will reduce sickness absence due to menopausal symptoms and retain valued staff in the workplace.
Guardian Support has created robust HR policies across many different industries. If you require assistance with a policy or need the help of our HR consultants to deal with a menopause-related issue at your workplace, get in touch with us today.
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