Workplace Policy For Menopause
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FAQ
Although the menopause isn't specifically protected under the Equality Act, you might be protected from discrimination through another ?protected characteristic? such as disability, sex or age. Most discrimination claims are made on the basis that menopausal symptoms can be considered a disability.
What to include? Link to your strategy. It's a good idea to start with a statement which links back to your overarching HR or wellbeing strategy. ... Include definitions of menopause. ... Range of symptoms. ... Reasonable adjustments. ... Good signposting. ... Deborah Garlick is founder of Henpicked: Menopause in the Workplace.
You can request reasonable adjustments be made within your workplace to help you manage your menopausal symptoms, such as: flexible working. requesting a different uniform if you are experiencing hot flushes. moving to a cooler part of the office or asking for a fan.
Ensure that managers understand the menopause and are prepared to discuss any concerns that staff may have in a supportive manner. Ensure managers have a positive attitude and understand that they should offer adjustments to workload and tasks if needed. Allow flexible/home working.
Though it is not a legal requirement to have a menopause policy in the workplace, not having one can have a negative impact in many different ways. Unless you have a menopause workplace policy, you may be inadvertently failing to consider and support the health and well-being of your female employees.