Introduction to Menopause Policy
As a matter of law employers must give their employees a written document which covers the key terms of the employment relationship. On top of this, it’s good practice for employers to have a staff handbook which includes the non-contractual policies and procedures. The staff handbook will sit alongside the employee’s terms and conditions of employment and the employer can use it to manage situations within the workplace and help avoid disputes.
Menopause Policy
Pretty much all women will experience the menopause at some stage in their life. But, with the increased employment rate in women aged 50 and over, more women than before will be working when they experience it.
The symptoms of menopause can be both physical (for example, hot flushes, heavy periods and headaches) and psychological (for example, memory loss, confusion and depression). The symptoms vary in severity but can have a significant impact on a woman’s ability to perform as usual at work.
It’s important for employers to be aware of the potential impact of menopause on their staff and to train their managers to deal with menopause-related issues. Staff should feel able to openly discuss any issues they have with their managers or Human Resources and be confident that those conversations will be handled sensitively and confidentially.
Menopause is not in itself a protected characteristic under the Equality Act 2010. But, if an employer treats an employee who is experiencing the menopause less favourably, then they may discriminate against them on the basis of their age and/or their sex. This could leave them at risk of having to pay thousands of pounds in compensation to the employee.
Employers are advised to support any of their staff affected by the menopause and having a policy in place can help this. A Menopause Policy can raise awareness of the effects of the menopause and its impact in the workplace, encourage open conversations about it and direct employees to any advice and assistance they may be able to access. A good Menopause Policy will need sit alongside and interact with other policies in the workplace, such as the Sickness Policy and Capability Policy. These policies will need to make it clear that they should be operated in conjunction with the Menopause Policy where an employee is experiencing the menopause.
We’ve prepared an example Menopause Policy to get you started, which you can download by clicking here. But, although it’s a good place to start, you’ll need to make sure your Menopause Policy sets out how you’d like to deal with menopause in the workplace.
This article and the policy are provided for general information purposes only and you should take specialist advice in relation to specific circumstances. Whilst we endeavour to ensure that what we say is correct, no warranty, express or implied, is given as to its accuracy, and Atkins Dellow LLP does not accept any liability for error or omission.
Atkins Dellow help clients all over the UK with legal matters including implementing concrete sets of policies as part of Employee handbooks. Every employer should have one. For more information get in touch with our team today on 0330 912 8338.
