THE EZHR GUIDE TO MENOPAUSE IN THE WORKPLACE

Last week the UK government rejected recommendations to consult on making menopause a protected characteristic, including running a pilot workplace menopause leave policy in England.

While the response was met with disappointment from within and outside of Westminster. There are opportunities for employers to support employers who are going through menopause, taking positive and proactive steps to support them during this time.

One of the first things that employers can do is to ensure that their workplace is inclusive and supportive of menopausal women. This can involve providing information and resources on menopause, such as brochures or online resources, as well as offering flexible working arrangements and accommodations to support employees during this time.

Another important step that employers can take is to create a culture of openness and understanding around menopause. This can include encouraging employees to talk openly about their experiences, and providing support and resources for employees who may be struggling with menopausal symptoms.

Additionally, employers can also consider offering health and wellness programs or benefits that specifically address menopause, such as offering access to counseling or therapy, providing flexible time off for medical appointments, or offering health screenings and screenings for related conditions like osteoporosis.

Overall, it is important for employers to understand that menopause is a normal part of life and that there are many ways to support employees during this time. By being proactive and supportive, employers can ensure that their employees are able to continue working productively and comfortably during menopause, while also helping to reduce any potential negative impact on their health and wellbeing.