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Supporting Staff Through the Menopause


Employment tribunals citing menopause have risen sharply in the past four years and employment law experts are advising employers to support staff through every stage of the menopause to avoid litigation.


Acas have published guidance around managing the effects of the menopause at work their menopause symptoms harder to deal with, for example if:

  • they work long shifts

  • they cannot take regular toilet breaks

  • their job requires restrictive clothing

  • their job does not have much flexibility.


Employers should train all managers, supervisors and team leaders to make sure they understand:

  • how to talk with and encourage staff to raise any menopause concerns

  • how different stages and types of menopause can affect staff

  • what support and workplace changes are available for staff

  • how to deal with menopause issues sensitively and fairly

  • gender identity and gender reassignment discrimination and how talking with staff about this is important

  • how the law relates to the menopause.


Employers should also consider:

  • carrying out health & safety checks

  • developing a menopause policy

  • introducing menopause and wellbeing champions.

Harris HR can help you to support your staff through the menopause. We can help you to make sure support and procedures are in place so staff can continue to do their job effectively. We can help you to develop a Menopause Policy, and support you to manage sickness absence and job performance relating to menopause.

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