Flexible working might not seem the easiest option to implement in your workplace for women struggling with their menopause-related symptoms,so it’s easy to appreciate why many workplaces may not see it as a valid option.
But without considering it and being aware of the many ways flexible working can be provided, many businesses may be faced with their talent reducing their working hours or quitting.
In this blog I’m going to share with you 15 flexible working options.
What is flexible working?
Flexible working is defined as working arrangements which allow employees to vary the amount timing or location of their work usually to the mutual benefit of the individual and organisation.
How menopause affects the workplace
And to understand why flexible working could be a benefit we need to understand more about how menopause symptoms can affect an organisation like yours.
Menopause symptoms can:
- Reduce engagement with work
- Cause a reduction to commitment
- Cause higher sickness absence
- Create an increased desire to leave the workplace altogether
- Cause a negative effect on time management, productivity and performance
What is the cost of replacing leavers that are affected by their menopause symptoms?
Centric HR said in their article posted January 2022
“It is estimated that to replace a salaried employee it can cost, on average, between 6-9 months’ salary. This covers recruitment costs, training expenses relating to the new employee, and salary.
- For high-turnover, low-paying jobs, expect to pay around 16% of the employee’s salary to replace them.
- For mid-range positions, expect to pay around 20% of the employee’s salary to replace them.
- For executive positions, expect to pay up to 213% of the employee’s salary to replace them.
Businesses should also expect costs due to downtime between employees, and whilst the new employee gets up to speed.”
What flexible working options does the workplace have?
You may be wondering just how many flexible working options are available to the workplace so here’s 15 flexible working options:
Where your colleague works less hours compared to full-time hours and / or less working days
Job share where two or more people do one job and split the hours between them
A Split role
This is when tasks are divided between two part-time job holders.
Split shifts comprise two or more separate periods of duty in a day
Staggered hours are when the employee has different start, finish or break times from other colleagues
Staggered weeks are when you have a formal agreement for the colleague to work outside the main hours of the organisation.
Compressed hours are working full-time hours but over fewer days.
Home or remote working
Home or remote working is where the colleague can work from home, or at a different venue.
Phased retirement is gradually reduced working hours and /or responsibilities from full-time or part-time work to retirement date.
Annualised hours are working hours that are spread across the year.
A sabbatical is when an employee takes a period of time away from work over and above their annual leave. Their post/job is usually kept open for them to return.
A Career break
A career break is when the employee takes unpaid time-off work. At this time, their contract is suspended or ended without a guaranteed return depending on the company’s policy and the agreement with the individual.
Flexi or lieu time
Flexi or lieu time is the paid time off work an employee gets for having worked additional hours.
Personal or family days
Personal or family days are days of authorised leave.
Employees working together
Employees can work together to manage rotas, and where and when it works best for them to swap their shifts.
If you want to find out more about menopause awareness for your workplace, check out our suggested useful content below.
Menopause Symptoms in the workplace: Is it brain fog?
Can menopause affect the mental health of your colleagues in the workplace?