Deborah Garlick
Director, Henpicked: Menopause In The Workplace
Introducing menopause support in the workplace can boost employee morale, promote productivity and improve wellbeing. It can also good for employers in meeting their duty of care and boosting their reputation.
Employee wellbeing comes in many guises in the workplace and, after having been overlooked for so long, the menopause mantle has been picked up by a fast-growing number of organisations as part of their overarching wellbeing offering to employees. Businesses are even achieving a new status, as Accredited Menopause Friendly employers.
At the heart of all wellbeing strategies
Menopause is not just a women’s issue; everyone needs to know about it. We can all be affected by menopause, either first-hand or through our relationships with partners, family members, friends or colleagues. The statistics tell us that women over 50 are the fastest-growing workplace demographic and the average age of menopause in the UK is 51. But symptoms can appear years before this and last for years.
It is a topic we all need to understand, so we can help our teams and colleagues be their best at work. The vast number of employers cite the reason they are taking action now is wholeheartedly for their employees’ wellbeing.
Training staff, raising awareness, introducing guidance and policies and embedding menopause in workplace conversations can pay dividends.
Incentives for employers
For employers, there are a number of reasons to consider introducing workplace support. It can help massively with retention but is also starting to help attract people into businesses where the reputation is one of inclusivity. It can boost morale and improve productivity, it is also the right and responsible thing to do.
If companies need an extra incentive then it can help them meet their legal requirements under the Equality Act 2010 and the Health and Safety at Work etc Act 1974. We have seen tribunals successfully brought with menopause cited.
A joined-up approach
But really, it’s the whole package. In fact, it’s a win-win situation. Training staff, raising awareness, introducing guidance and policies and embedding menopause in workplace conversations can pay dividends. We’ve heard from so many grateful employees thankful they work for employers who care about their wellbeing.
Support and workplace adjustments are usually very inexpensive and may not be for a long period of time. A desk fan to manage temperature, extra uniforms, access to washrooms and drinking water. Everyone’s experience of menopause is unique which makes individual, informed conversations so important.
There’s no one-size-fits-all approach or solution. What successful organisations must do is to be willing to listen to their colleagues, to learn, to change and to adapt.
