Menopause campaign results in increased awareness

Menopause campaign results in increased awareness and encourages employers to take action - Centric HR

If you are thinking that you don’t have any women in your business that are suffering from menopause symptoms, then unless you have an all-male workforce or are a sole trader who is also male, this is unlikely to be the case.

If you have women employees who fall into the age category 45 – 60 years old, then there is good chance that a proportion have, or will be having some symptoms of peri, post or are now in their menopause stage. It is highly recommended that you give some consideration to how they might need supporting.

Big organisations, such as Santander, PwC, Tesco and Bupa have given their commitment by signing up for a new campaign, created with the intention to raise awareness of the condition and to provide the most appropriate support for employees who are affected by it.

The effects of the menopause sometimes can be low key and infrequent, however in some cases, can be so detrimental to everyday activities that women have to leave their jobs to deal with it.

By taking an interest in the effects of menopause, employers can turn around old habits and help women who are suffering to feel more confident about attending work and helping them to continue their employment, lowering turnover and absence levels as a result.

You too can take part in the campaign, by signing up to the Menopause Workplace Pledge, which states that businesses should:

  • Recognise that the menopause can be an issue in the workplace and women need support;
  • Talk openly, positively and respectfully about the menopause; and
  • Actively support and inform your employees affected by the menopause.

 

There is also talk of the Women and Equalities Committee asking the Government for the menopause to become a protected characteristic under the Equality Act. Recent case law shows that employers need to be mindful of ensuring that menopause cases include considering reasonable adjustments and failing to do so could lead to increases in discrimination claims.

Recent case law on menopause and sex discrimination: Failure to address menopause amounted to sex discrimination

Look out next time for our article that tells you about ‘andropause’.

If you would like more information how you can support employees, need a policy for your organisation that positively supports menopause sufferers, Centric HR can help you. Get in touch through our enquiry line on 03333 660 567 or contact us here.

READ RELATED ARTICLE:  The benefits of a HR Fixed Price Package

Like this article?

Share on facebook
Share on Facebook
Share on twitter
Share on Twitter
Share on linkedin
Share on Linkdin
Share on pinterest
Share on Pinterest
Sandra Berns

Sandra Berns

Centric HR was founded by Sandra Berns, a confident and versatile Human Resources and Organisational Development Practitioner with 25 years demonstrable experience and a Fellow of the CIPD. Sandra has both Operational and Strategic HR expertise across Public and Private sectors and has assisted senior teams in meeting challenging workforce objectives in many corporate environments.