The Labour Party Manifesto pledges to strengthen rights to equal pay and protections from maternity, menopause discrimination, and sexual harassment. It also commits to a “New Deal for Working People,” which includes requiring employers with over 250 employees to develop and implement a menopause action plan. This action plan will need to detail how the company will support employees experiencing menopause , with possible provisions such as paid time off, uniform adjustments, and temperature control in the workplace.
Labour has highlighted that one in ten women aged 45 to 55 leave their jobs due to menopause symptoms. The TUC estimates that women of menopausal age make up 11% of the UK workforce and 23% of women in employment.
Under Labour’s policy, while specific requirements will not be mandated, the action plans will need to be tailored to each workplace. Guidance will be provided on how to create these plans. Large firms will be required to publish their plans and communicate these policies with employees. The process will require employers to submit their plans annually to the existing government portal used for gender pay gap reporting.
Employer’s Legal Requirements
Employers’ legal obligations concerning menopause are framed within several existing laws:
- Equality Act 2010: Menopause-related discrimination may be covered under the protected characteristics of sex, age, disability, gender reassignment, or a combination of these.
- Employment Rights Act 1996: This Act includes protection against unfair dismissal.
- Health and Safety at Work Act 1974: This ensure a safe and healthy working environment.
The rise in tribunal claims related to menopause is evident. These cases often involve substantial financial implications, including potential loss of earnings and pension. Disability-related claims, particularly those that significantly impact an individual’s ability to secure a similar role, tend to attract highest compensation awards.
For employers, tribunals can lead to significant financial costs and reputational damage, affecting recruitment and retention efforts. Failure to provide adequate menopause can result in considerable costs and disruptions to business operations.
What Should a Menopause Action Plan Include?
A well-crafted Menopause Action Plan should reflect your business’s commitment to supporting and managing menopause effectively. This plan should outline your goals such as creating a healthier workplace and retaining talent.
Here are some core areas to focus on when developing your plan:
Education and Awareness
Ensure managers and trained to understand menopause, including its symptoms and impacts. Raise awareness by producing and distributing information guides for both managers and employees. Consider inviting subject matter experts, such as healthcare professionals or health coaches, to share their insights and experiences.
Supportive Workplace Policies
Update relevant work and management policies to incorporate flexible working arrangements and remote work options if needed. Revise leave and absence policies to accommodate menopause-related health issues appropriately. Also, consider environmental adjustments, such as providing fans, regulating office temperatures, and ensuring well-ventilated workspaces to help alleviate symptoms.
Wellness Programs
Align existing health benefits to support menopause. Many Employee Assistance Providers (EAPs) and Private Medical Insurance (PMI) providers offer extensive support materials. If you lack a Benefits advisor, reach out to EAPA or AMII for recommendations. Promote stress management techniques and wellness activities, such as yoga, meditation and fitness classes, to help manage symptoms and improve overall wellbeing.
Communication
Establish safe and confidential channels for employees to discuss menopause-related concerns without fear of discrimination or embarrassment. Conduct regular surveys to gather feedback on the effectiveness of your menopause support initiatives and identify areas for improvement. Use this feedback to refine and enhance your action plan.
Culture
Appoint menopause champions within your organisation to offer peer support, share information, and advocate for menopause-friendly policies. This role helps to embed a supportive culture and ensure ongoing commitment to menopause support.
Launching Your Menopause Action Plan
Implementing a comprehensive Menopause Action Plan is crucial for fostering an inclusive and supportive workplace. By focusing on education, supportive policies, wellness programs, communication, and culture, your organisation can create an environment where employees feel valued during this significant phase of their lives.
Supporting women through menopause not only benefits employees but also enhances productivity, engagement, and retention within the organisation. To ensure the success of your action plan, consider how and when to communicate the plan to your workforce. Simply posting it on an intranet page might meet regulatory requirements, but it may not drive meaningful and lasting change across the organisation.
Sources of Information for Employees on Menopause
NHS – information and advice about Menopause
Menopause Matters– information about symptoms and treatment options
Women’s Health Concern – patient support from the British Menopause Society
Daisy Network – support for women experiencing early menopause (Premature Ovarian Insufficiency)
Meg’s Menopause – information, advice and discussion of all things menopause
https://www.balance-menopause.com/ – education and symptoms tracking (run by Newson)
Newson – information about evidence-based treatments and support
Gen-M – campaigning information
https://menopausesupport.co.uk/ – not-for-profit source of information for employers and employees
https://www.themenopausecharity.org/ – not-for-profit source of information for employers and employees
Wellity Training Support
We provide tailored menopause training for both managers and employees, ensuring a comprehensive understanding of menopause symptoms and their impact. Our training programmes cover practical strategies for supporting colleagues, fostering a supportive work environment, and implementing effective workplace policies.
The M Word – Let’s Talk About The Menopause
100% of women will go through menopause in their lifetime, however almost 900,000 women in the UK have quit their jobs because of it and 1 in 3 women have reported feeling uncomfortable speaking to a manager regarding their health. This session aims to raise awareness among employees on the challenges faced by people during peri-menopause and menopause. We also discover ways to help manage both of these parts of a woman’s life cycle in the workplace.
- Increase awareness about menopause and its impact on physical and emotional health.
- Promote understanding and empathy towards women experiencing menopause.
- Create an inclusive and supportive environment for women going through menopause.
- Encourage open dialogue and education about menopause to break the stigma.
Confident Conversations: Managers and Menopause in the Modern Workplace
Managers play a crucial role in fostering a supportive and inclusive work environment, especially when it comes to topics that may be difficult to discuss. This session is tailored to empower managers with the knowledge and skills needed to confidently engage in conversations about peri-menopause and menopause, contributing to a workplace where every team member feels supported and understood. Understanding the impact on physical and emotional health, as well as addressing the challenges faced by individuals, is crucial for creating an environment where everyone can thrive.
- Develop a deeper understanding of menopause and its potential impact on employees’ wellbeing and performance.
- Recognise suitable workplace modifications or adaptations to provide support for team members, helping them to thrive at work.
- Learn practical strategies to navigate open conversations about menopause with team members.
- Empower managers to demonstrate openness and empathy in discussing menopause-related challenges with their teams.
- Explore and understand internal signposting, resources and policies.
Waking Up to Women’s Health: The Story of ‘Sara’
From periods to menopause, millions of women across the world say their work life is affected by female health related issues. This session will raise awareness of some of the specific issues affecting the modern woman, following the story of ‘Sara’, and the health issues faced across her career, including fertility challenges, pregnancy loss, PCOS, and menopause. Using real-life examples, attendees will discover the reality of women at work, and how to actively support the many health challenges faced across their life.
- Understand the gender-specific health issues and challenges faced by women.
- Raise awareness about the importance of early detection and prevention in women’s health.
- Encourage proactive adjustments in the workplace to support women.
- Advocate for increased awareness of the challenges faced by women.
For any further information, feel free to contact us at hello@wellityglobal.com.
