Workplace adjustments
Workplace adjustments will need to be fully considered and implemented accordingly for women currently going through the menopause and experiencing symptoms. This will include those diagnosed with peri-menopause symptoms, which can affect women from their mid-30’s.
The purpose of a workplace adjustment is removing barriers wherever possible that get in the way of an individual doing their job. The adjustment should be tailored to address the barriers/issues experienced specifically by that individual, and should be identified through the discussions with the individual and other relevant experts (where appropriate). It is essential to avoid making assumptions as the menopause symptoms vary between women.
Many women may not need any adjustments to be made but if they are needed, this is a positive way to keep valued employees in the workplace and continuing to deliver in their role. Menopause lasts for a phase only and it is important not to lose staff through sickness or as leavers through lack of understanding and support.
Potential workplace adjustments
Provide private area and spaces available for women to rest, recover and make a telephone call to personal or professional support. Women going through the menopause may need to manage the impact of the symptoms, a private space to rest temporarily or talk with a colleague before they can return to their workspace.
Flexibility and increased frequency in breaks - flexibility to take breaks or rest breaks will enable people managing impairments and conditions or pain to contribute more fully in the workplace. A member of staff with medication may want to take it in quiet or private space and at specific times. Other staff might benefit more from being able to take rest breaks when needed rather than at pre-determined times. Some may just need time to walk around and ease pain in arthritic joints or back pain.
Where possible, facilitate a comfortable working environment for those suffering menopausal symptoms. This will include adequate drinking water supplies, temperature controlled areas, showers or washing facilities, area to change, adequate access to toilet facilities.
Staff going through the menopause may request to be positioned near a door or window or maybe provided with a desk fan where possible. Positioning within the office or in an area where they can get a breeze should be considered.
Employees who are required to wear a uniform may request to adjust or partly remove certain items where possible, for example a scarf.
Provision of additional uniforms may be considered to ensure individuals can change during the day. Pro Natural fibres like cotton are preferable to synthetic materials if an employee is experiencing hot flushes and sweating. Uniform made of natural materials may be considered.
Flexible working arrangements may be considered for those that are experiencing debilitating symptoms. Menopause symptoms can increase in stressful situations and when the person is tired symptoms can increase. This also enables staff to work productively and manage the impact of their impairments. This may include flexibility for women who need medical treatment or to attend clinics, hospital or doctor appointments and also for women and men seeking advice relating to the menopause.
Consideration to be given for flexible working arrangements rather than the usual set times including split shifts if the day to day business allows, later starts, earlier finishing times. Many staff have a best part of the day when they are able to work most productively on a task. Adjusting a shift to suit that time is a workplace adjustment. In the case of women going through the menopause who has trouble sleeping at night a later start may be appropriate.