Consultancy Services
Employers should ensure they have steps, procedures, and support in place to help staff affected by the menopause. Regular conversations with staff and listening to their concerns might help resolve issues early on. Employers should make sure they know how the menopause relates to the law, including the: Equality Act 2010, which protects workers against discrimination Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone's health, and safety and welfare at work
IMPORTANT NEWS - Employment law is changing...
The new Labour Government (July 2024) are introducing Menopause Action Plans for Businesses with over 250 employees. Deputy PM Angela Rayner said that “Employers will be required to submit their plans annually to the existing government portal used for gender pay gap reporting”. Creating a Menopause Action Plan for businesses is key to fostering a supportive and inclusive work environment and is a great starting point to support menstrual health in your workplace.
What is a Menopause Action Plan?
There is a pledge to:
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raise awareness through training and educational programmes about menopause
and its impact on employees.
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implement flexible working policies, like remote work options and adjustable hours, can
help those experiencing symptoms.
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emphasize the importance of providing access to specialist health and wellness
resources and tailored support from practitioners.
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encourage open conversations and aid in reducing the stigma around menopause
to help create a supportive workplace culture.
provide training, awareness-raising literature and discussion groups to increase knowledge.
implement, regularly review and update Menopause Policies to address the changing needs of employees.
Smaller business will also benefit from taking similar measures ensuring workplaces stay inclusive and responsive to the challenges of Menopause.
Do you have a Menopause Policy in place or do you need
a Menopause Action Plan?
Ensure your people are aware of the impact of Menopause in the workplace, particularly in regard to supporting female colleagues.
We want to assist you to support colleagues, improve absenteeism and employee retention by providing a positive recruitment experience for women. We all know that sick days and replacing team members is expensive, but you could also be losing talent which may prove difficult to replace.
At Thinking Menopause? In Partnership, with Menopause Experts Group (MEG) we work really hard to offer cost effective consultancy and/or guided Information Sessions for People Managers. This can be a one-off event, or we can work closely with you to support you and your teams. It’s vital that we change the workplace culture to ensure you give the best- this is not only good for you, it's great for your employees and good for business too.
