Should you have a menopause policy?
Yes, no, or not quite sure? There have been many cases at Employment Tribunals recently where people have won their case due to being unfairly dismissed because of menopause symptoms.
I say ‘people’ because menopause affects everyone whose assigned sex at birth was female, regardless of whether they now identify as female, male, non-binary, gender-fluid, or gender non-confirming.
So, if the thought of ending up in an Employment Tribunal isn’t enough to make you shudder, what about your company reputation, staff retention and staff morale? Menopause cases regularly hit the headlines, often because of their high-profile nature and costly settlements.
Still not convinced? That’s okay. Maybe you’re unsure how to introduce this kind of support in your organisation. Where do you even start?
Where to start?
Firstly, ask yourself “what do I already know about menopause?” If your initial reaction is “nothing,” you might want to reconsider. Chances are, you know someone who is menopausal – whether that’s a partner, friend, family member, or colleague. Maybe you’ve noticed changes in their mood, focus, or energy. Or they’ve mentioned hot flushes, headaches, or brain fog. That’s menopause!
Now ask yourself “have I ever had a conversation about menopause?” If the answer is no, you’re not alone. But even if the answer is yes, it’s likely that conversation happened at home – not in the workplace.
Unless your workplace is a male identifying-only environment, you’re going to have some women in your midst. Some of them may be late forties, early fifties – just the age when the menopause symptoms start to appear. However, menopause can also be triggered earlier due to medical conditions or treatments, so women of any age can be affected – meaning it’s vital that we raise awareness.
Although these conversations might feel uncomfortable at first, menopause was, and still is, a taboo subject. The more people talk about it, the quicker the taboo is dissolved.
How do you start the conversation?
The easiest way to open up the conversation is by sending an anonymous survey to all employees asking what they know about menopause and whether they’d welcome workplace support. Keeping it anonymous helps avoid an ‘us vs. them’ divide and encourages honest responses.
One of your survey questions could be “would anyone be willing to be our Menopause Champion – A dedicated point of contact for employees who want advice, guidance, or simply a safe space to talk?”.
Another could be “Would you be interested in a group chat on a monthly basis, either face-to-face or just on a call?” A monthly drop-in session, virtual or in person, can help normalise conversations about menopause and remove the stigma.
Introducing a policy
Once the conversation has started, introducing a menopause policy becomes a natural next step – and we can help with that. To find out more, call us on 0345 073 0240 (option 3) or email: policy.team@moorepay.co.uk.
