Employers are being reminded of the importance of creating supportive environments and approaching menopause in the workplace with a “holistic view.”
The Institution of Occupational Safety and Health (IOSH) recently spoke out to urge businesses to take action on menopause in the workplace.
The world’s leading professional health and safety body said that firms needed to ensure they were “providing effective management practices, practical support and the adoption of a workplace culture of an open nature,” to ensure employees feel comfortable discussing any issues relating to menopause.
New guidance on menopause in the workplace
It comes as the UK’s Equality and Human Rights Commission (EHRC) published new guidance to help organisations understand their legal obligations when it comes to supporting employees who are experiencing menopausal symptoms.
It includes a series of explainer videos covering Menopause and the Equality Act 2010, making workplace adjustments and preventing discrimination, and conversations about the menopause.
Employers’ legal obligations include conducting an assessment of their employees’ workplace risks and making reasonable adjustments where required to support those who are going through the menopause in the workplace.
The EHRC have emphasised the fact that businesses who fail to fulfil these legal obligations could face legal action.
IOSH believes that introducing supportive measures and initiatives is paramount and also provides helpful advice and guidance to help employers address menopause in the workplace. These include:
- Review whether existing company policies and procedures cater for the psychosocial needs of menopause-related issues. For example, do they allow flexible working patterns?
- Ensure that risk assessments consider specific risks to menopausal employees and identify any reasonable adjustments needed to support individuals
- Implement training and education strategies that raise awareness and understanding of the menopause and associated symptoms, as well as their impact on work and potential solutions
- Follow the advice of health and safety professionals based on the outcomes of age sensitive health risk assessments, including potential changes in functional capacities
- Develop a more inclusive and supportive workplace culture and managerial style to ensure employees feel comfortable disclosing symptoms or requesting adjustments to support them with symptoms
Most women negatively affected by menopause in the workplace
The menopause can cause a range of physical and psychological symptoms and can affect an individual’s ability to cope with work.
Some of the most common symptoms include mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence and reduced concentration.
The EHRC cites a study conducted by the Chartered Institute of Personnel and Development (CIPD), which found that almost 7 in 10 working women (67%) with experience of menopausal symptoms reported a mostly negative impact at work.
The survey of over 2,000 women aged 40-60 found that, of those who were negatively affected by menopause in the workplace:
- 79% said they were less able to concentrate
- 68% said they experienced higher levels of stress
- Almost half (49%) said they felt less patient with clients and colleagues
- 46% felt less physically able to carry out work tasks
- Over half (53%) had been unable to go into work due to their symptoms on at least one occasion
Despite this, IOSH asserts that “very few workplaces and managers are knowledgeable on how to address work-related menopause issues and the preventive role that occupational health and safety can play.”
Indeed, the CIPD survey found that only a quarter of respondents (24%) worked for an organisation that had a menopause policy or other support measures in place. Almost half (43%) said their employer had no such policy or measures and a third of respondents didn’t know.
Those that did have support in place were most likely to have written policies (47%) or menopause support networks (46%).
This is despite the fact that those affected by the menopause named the option for flexible working and the ability to control workplace temperatures as the most helpful measures to have at work.
The lack of support is translating into people being lost from the workforce. The CIPD survey found that around 1 in 6 people (17%) have considered leaving work due to lack of support in relation to their menopause symptoms, while a further 6% have left their job.
More than 10% of respondents said they felt discriminated against because of their menopausal symptoms.
Employers must create supportive environments “from the get go”
Dr Karen Michell, an Occupational Health Specialist at IOSH, said the lack of provisions for menopause in the workplace was “concerning.”
She added:
“As with other health issues, employees should feel comfortable being able to discuss their symptoms with line managers and other colleagues and be able to request additional support which helps them in their roles.
“It is important that we prepare both workers and employers for what menopause might mean for them. Waiting until there is a pre-menopausal crisis is like acting once the horse has bolted the stable. Initiatives are needed to ensure we all understand the process of menopause and that employers create those supportive environments from the get go.
“We encourage employers to approach menopause in the workplace with a more holistic view that puts the spotlight on providing effective management practices, practical support and the adoptions of a workplace culture of an open nature for those experiencing symptoms rather than solely focussing on superficial initiatives, such as the development of a specific policy on menopause.”
Employers can access further information and guidance about menopause in the workplace from ACAS.
Training and development for inclusive, supportive workplaces
First Response Training (FRT) is one of the UK’s largest and leading national training providers.
They deliver a wide and diverse range of training for businesses and organisations across all industry sectors and throughout the UK. Their course range includes training in the fields of health and safety, first aid, fire safety, manual handling, mental health, food safety, health and social care and more.
Their training is mapped to current UK standards and legislation and follows relevant industry guidelines, such as those issued by the Health and Safety Executive (HSE), IOSH, ACAS, Skills for Care, the Care Quality Commission and the Resuscitation Council UK.
It includes training awards in Equality, Diversity and Inclusion, Mental Health in the Workplace, Managing Personal Stress and Anxiety Awareness as well as many more subjects.
Based on a common sense, proportionate approach to workplace health, safety and wellbeing, training helps learners to understand the true benefits of creating a healthy, safe and inclusive environment at work but also underlines how it must go beyond training to ensure a full organisational approach and culture.
A trainer from FRT explains:
“In recent years we have no doubt seen significant strides forward when it comes to discussing and tackling issues in the workplace that would perhaps have previously been ignored or sidelined. This includes issues such as work-related mental health problems, with a raft of measures introduced by many organisations to ensure employees are properly supported and that their health and wellbeing is protected.
“Menopause in the workplace is another such issue and we need to play catch up and ensure that we are improving our knowledge and awareness of menopause symptoms and implementing robust measures to ensure that open conversations are being facilitated and employees are receiving the support they need to remain in their roles and keep healthy, safe and happy.
“Again, it shows that protecting the health, safety and welfare of employees goes far beyond minimising risks to their physical safety and really requires a holistic approach to ensure they are properly supported and have a positive and equal experience in the workplace.”
For more information on any of the training courses that FRT can provide, please call them today on freephone 0800 310 2300 or e-mail info@firstresponsetraining.com.