The menopause affects everyone differently and can impact wellbeing, comfort and work. Employers should create an open and supportive environment where employees feel able to discuss concerns and access appropriate help.
Managers should be confident discussing menopause sensitively and respectfully, with regular conversations helping to identify practical solutions. This can help employees remain healthy, valued and productive throughout the menopause.
Managers should understand:
- How menopause can affect people differently
- The potential impact on work and wellbeing
- Available support and adjustments
- How to handle conversations confidentially and fairly
Workplace considerations
Where appropriate, reasonable adjustments should be considered to help employees remain comfortable and work effectively, including factors such as temperature, ventilation, access to toilets, drinking water, rest areas and uniform requirements.
Policies and procedures
A menopause policy can provide a consistent approach and make support clear. Existing policies that should also be reviewed to ensure they adequately cover menopause include Health & Safety, Wellbeing, Flexible Working, Sickness Absence and Equality and Inclusion.
Absence and performance
Menopause-related absence and performance concerns should be handled sensitively. Employers should consider whether symptoms are contributing to work life balance and discuss appropriate support before formal action is taken. Employees must not be disadvantaged or discriminated against because of menopause-related symptoms.
If you require help, guidance or support on any health & safety matter, please contact us on info@capital-people.co.uk.
As Head of Safety, Health, Environment & Fire (SHEF), Mark leads our Safety & Health — Training & Consultancy business. Having run his own consultancy and training business in this field for 14 y... Read More
