Is a menopause policy right for your workplace, business or organisation?
Do you need one?
In this blog I’m going to share with you 5 really good reasons a menopause policy is worth considering for your workplace.
Good reason #1: It’s a good resource for all colleagues
A menopause policy helps you to provide clarity around menopause for everyone in your workplace.
For colleagues who are struggling with their menopause-related symptoms your policy can outline what support is available for them, who to contact within the organisation, what’s expected of them and where they can go to get more support and help for their symptoms.
For managers it’s also a great resource.
It can outline for them what support is available from the organisation, information about menopause symptoms and the relevant laws they need to be aware of.
Good reason #2: Update related workplace policies
It encourages you to review and update other workplace policies you have.
Because when you decide a standalone menopause policy is for you, you’ll also remember you have a variety of other workplace policies that may need to be updated to include adjustment that take account of menopause and menopause-related symptoms.
Good reason #3: It could save you time and money
Writing your menopause policy could save you time and money in the long run.
When you have you menopause policy you can outline how you will support those struggling with their menopause-related symptoms and where they can go to get additional support.
Your menopause policy can also reduce the risk to the business or organisation being taken to an expensive and public Employment Tribunal.
Let’s not forget the cost of replacing colleagues that decide to leave or reduce their hours because they’re struggling with menopause-related symptoms.
The Menopause Survey taken in 2018 spoke to 6315 women and discovered:
- 76% said their symptoms were moderately or extremely problematic at work.
- 20% said they had considered leaving work. (This increased to 44% for those whose symptoms were extremely problematic).
And more recently, in 2022 a menopause survey of over 4,000 women for a Channel 4 documentary, Davina McCall: Sex, Mind and The Menopause, the survey found that 1 in 10 women who have worked while going through menopause have quit their job directly because of their symptoms.
They also discovered that 14 per cent of women had reduced their hours at work, 14 per cent had gone part-time and 8 per cent had not applied for a promotion.
All down to their menopause-related symptoms.
An additional 13 per cent of women who have been employed while going through the menopause say they have considered leaving their job.
Women who report experiencing five or more ‘very difficult’ menopause symptoms are more likely (19 per cent) to quit, with disabled women even more likely (22 per cent) to do so.
To replace this lost talent there’s the:
- Cost of recruitment.
- Time to recruit new staff
- Time to train new team members
- Frustration of current team members if they are asked to ‘take up the slack’ when they already have their job to do.
By writing and implementing your menopause policy at work, you can help to ensure that all members of staff affected by menopause-related symptoms feel supported, listened to and understood by their managers and colleagues.
When you have a menopause policy they’ll also know they will be treated fairly by the business or organisation.
People are assets in your business.
You want to keep your valuable and talented staff
Good reason #4: It makes your organisation more attractive
A robust and menopause policy that’s implemented and not left gathering dust is a bonus for your business.
It can certainly make it a more attractive place to work.
With all the talk about menopause right now it wouldn’t do you any harm to be seen as a forward-thinking business.
Good reason #5: It helps to remove the taboo
Menopause in the workplace is one of the last remaining taboos.
Writing and implementing your menopause policy can help you and your organisation:
- Talk about menopause, raise awareness, normalise it
- The more openly and easily we talk about menopause the less of a taboo subject it is!
And remember:
Everyone has the right to be fully supported in a work environment
Want to know more about menopause awareness training for your workplace?
Here’s some further reading.
