How to support an employee
Every woman experiences the menopause differently and so presumptions shouldn’t be made, instead ask what, if any, support or adjustments may be required.
It is important to consider how menopausal symptoms can affect women at work or impact on the way she does her job. Doing so will better enable us to consider what adjustments may be necessary to support women who are going through the menopause.
How you can support your employees
Managers and head teachers should be supportive and aware of the menopausal symptoms, so that women don’t feel embarrassed to approach them and discuss how the menopause is affecting their health. Menopause can affect people’s confidence and it can be extremely daunting and embarrassing talking to someone who has no idea about the menopause.
It is good practice to ask all employees about any health conditions that they may have or be experiencing. This could be undertaken as part of the regular one to one meetings. Any specific needs that are identified (including agreed workplace adjustments) should be recorded and reviewed at least annually, this could form part of regular supervision meetings. Managers will need to maintain confidentiality in handling health information relating to the menopause.
Managers should also consider discussing things such as menopause during team meetings and briefings and to challenge derogatory language and remarks in the workplace in relation to the menopause. This will help remove the stigma around the subject which may help employees who are affected by menopause feel more comfortable when approaching the subject with their manager and colleagues.
It is important to consider that an employee themselves may not be going through the menopause, it could still be effecting them if someone in their personal life is.
Managing an employee's absence
The menopause may cause an employee to have an increase in absences from work, it is important to remember that an employee who is going through the menopause, or who is effected by a family member who is going through the menopause, may be covered by the Equality Act 2010. Therefore, it is essential to take this into account when an employee has absences linked to the menopause, for more information on managing absences read our absence and wellbeing procedure.