Ten years ago, mental health was rarely talked about in the workplace. Employers didn't think it was their concern or realise it affected their staff or their performance; employees didn't want to raise the issue.
A decade on, that has changed significantly, but there are still other taboos we need to tackle at work. One such is the menopause.
There are several reasons for employers in different sectors and of different sizes to do better on the menopause. One is employment law. Employers could be unaware, and possibly in breach, of their legal obligations to employees experiencing severe symptoms of menopause.
In one recent Scottish case, an employee who suffered seriously debilitating menopausal symptoms and was dismissed, successfully claimed unfair dismissal and disability discrimination. She was awarded nearly £20,000 and ordered to be reinstated.
Another reason to do better is that your business could benefit. Recent employment stats show that more women than ever before are in work, and this rise in women’s employment is also largely responsible for the UK’s increased employment figures in 2019.
It’s a fact of life that the UK’s 15+ million working women are either going through menopause, will do so in future, or have already done so. By giving some support on this, employers could see benefits in staff retention and performance. This in turn could improve gender pay gap statistics, reduce recruitment costs, help your reputation as a good employer, and underpin productivity and business success – not exactly minor benefits!
So, how can you support staff through menopause?
- Make appropriate adjustments to policies, facilities, uniforms and other aspects of work to ensure they’re ‘menopause-friendly’.
- Encourage openness so staff can tell you how best to support them and make sure managers understand how to handle these discussions.
- Consider running a ‘Menopause Cafe' for staff.
Just as with mental health, employers should put the days of the menopause taboo well behind them. It will be winwin for those that do.
To return to the main contents of lindsays life issue 17, please click here.
