Managing Menopause in the Workplace
According to the NHS, 45% of women feel that menopausal symptoms have a negative impact on their work. What’s more, 47% who needed to take a day off said they wouldn’t tell their employer the real reason.
Clearly, the issue of menopause remains somewhat of a taboo topic. And given menopausal women are the fastest-growing demographic in the workforce, it’s a problem employers cannot afford to shy away from forever.
Join our free webinar on Managing Menopause in the Workplace to learn how employers can equip line managers to effectively support employees going through the menopause, and make sure you’re fully aware of your legal responsibilities, as well as the possible legal risks.
11 August at 14.00
Up to a third of women will experience severe menopausal symptoms that can impact on their quality of life. It is in the work context that women often report greater difficulty in managing symptoms and can feel embarrassed and unable to disclose their menopausal status for fear of being stigmatised.
Commonly-reported difficulties at work include poor concentration, tiredness, poor memory, feeling low/depressed and lowered confidence. Problematic hot flushes at work have also been linked to women having a higher intention to leave the workforce.
Now more than ever, it’s incumbent upon organisations to provide the necessary support and to create an environment where people feel able to speak openly about menopause at work.
Fortunately, recent media coverage has reignited the conversation and many are already making positive strides in this direction. Just recently, a number of large employers – including the BBC, Royal Mail and the Civil Service – have signed up to the Menopause Workplace Pledge, a commitment to making their organisations a supportive and understanding place for employees going through menopause.
Hosted by WorkNest’s Employment Law & HR Training Manager, Lorna Gemmell, and Head of Team and Solicitor, Jane Hallas, this session will cover:
- What the menopause is, including common symptoms and how it might impact women (and trans and non-binary people) at work
- How to support employees going through the menopause
- Employers’ obligations and the legal risks to be aware of when managing menopausal employees
- The role that line managers and workplace culture can play in supporting staff
- Final questions and discussion
We’ll also be taking your questions, so if you have a query around menopause in the workplace or a specific scenario you would like expert guidance on, please provide a brief overview via the registration form so that our hosts can give it some prior to the session.
Please bear in mind we only have a limited time available but will endeavour to address as many submissions as we can. Any queries that our host doesn’t have time to answer live will be covered in an FAQ document following the session.
Menopause at work | An employer’s guide
There are clear, compelling reasons for supporting menopausal women in the workplace.
Firstly, there’s the growing threat of Employment Tribunal claims. In fact, according to Menopause Experts Group, there were 23 Tribunals concerning menopause in 2021, an increase of 44% on the previous year. This highlights that employees are more aware of their rights and may be motivated to take things further if they feel they have been unfairly treated, increasing the risk to employers. Given the time, cost and disruption of having to defend a claim, not to mention the possible reputational damage, taking proactive steps to provide support to women is essential.
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