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5 simple ways to support employees through the menopause

menopause at work Stallard Kane

A natural phase of life, yet a topic often shied away from in the workplace. Supporting employees going through menopause is crucial for fostering an inclusive and compassionate workplace. Here are five simple ways to support employees during this phase:

1. Encourage Open Communication

Encourage a culture where employees feel comfortable discussing menopause. Normalise the conversation to reduce stigma and make it easier for those affected to seek support without fear of judgment. This can be achieved by raising awareness and educating, normalising conversations, offering confidential support and regularly signposting resources.

2. Make practical workplace adjustments

Supporting employees with practical adjustments can ease the challenges of menopause. You should consider temperature control, uniform adjustments and rest areas. You should also offer flexible working hours or the option to work from home / remotely. Menopause symptoms can be challenging, making the traditional 9-5 challenging. Offering flexible arrangements puts employees at ease.

3. Educate and Raise Awareness

Many individuals are reluctant to discuss that they are going through the menopause due to a lack of understanding and information about it. Implementing training sessions to educate all employees about menopause helps everyone understand what their colleagues might be experiencing and promotes empathy and support within the team.

4. Offer Menopause-Friendly Policies

“It’s important for employers to support employees throughout the menopause, and a policy is a great starting point to demonstrate to employees their health will be taken seriously.” Katie Rees, Senior HR Advisor, Stallard Kane. This policy could include additional breaks, sick leave specifically for menopause-related symptoms, or access to health services. Key legal considerations include: EHRC Guidance, the Equality Act 2010 and Health and Safety at Work Act 1974.You should include details on commitment, inclusivity, support and confidential processes.

5. Appoint a menopause champion

Debra Clark, Head of Wellbeing at Towergate Employee Benefits notes ‘

"As a menopause lifestyle coach, I know the impact menopause can have on people - both directly and indirectly. It is often a confusing time as people work out what is happening due to this significant hormone shift. Having a menopause champion can support opening up this conversation and awareness across a business, driving positive change for the wellbeing of colleagues.”

This person’s role is to provide support, raise awareness and collaborate with HR and management. In addition to their responsibilities they can help facilitate other initiatives such as menopause coffee breaks or support groups. These spaces enable employees to connect, share advice and offer peer support, helping to foster a supportive community within the workplace.

By implementing these strategies, companies can create a supportive environment that helps employees manage menopause with dignity and respect, ultimately leading to a more engaged and productive workforce.

Contact Us

Are you an employee or employer seeking guidance on navigating menopause in the workplace? Our HR team is here to help! Reach out to us today for expert advice and resources tailored to your specific needs.

Contact us at HR@skaltd.co.uk or call 01427 420 403 and #oneoftheteam will be able to help.

Disclaimer

The information and any commentary contained within these updates are for general information purposes only and do not constitute legal or any other type of professional advice. Stallard Kane does not accept and, to the extent permitted by law, exclude liability to any person for any loss which may arise from relying upon or otherwise using the information contained in these blogs. If you have a particular query or issue, you are strongly advised to obtain specific, personal advice about your issue and not to rely solely on the information or comments in these updates.
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