Recommendations for employers and organisations
in general, employers must ensure the health and safety of all their employees. In many countries, employers have a legal duty to make a suitable and sufficient assessment of workplace risks to the health and safety of their employees and must identify and support groups of workers who might be particularly at risk. This approach should extend to assessing and managing any specific risks that women may experience during the menopause as a result of their workplace environments. These recommendations are for employers and senior leaders in organisations:
- Make health and wellbeing during the menopause a priority for the organisation, ensuring a consistent and positive approach.
- Establish and promote a clear business case for ensuring that women with menopausal symptoms which impact on work are not stigmatised or discriminated against and that staff are retained.
- Have a zero-tolerance policy to bullying, harassment, victimisation or belittling of women with menopause symptoms.
- Undertake an assessment of how work patterns (e.g. night working, shift patterns) may impact symptoms and allow flexible working arrangements, including working from home, wherever possible.
- Ensure provision of training for managers and supervisors on how to have sensitive conversations at work.
- Develop an employment framework that recognises the potential impact of the menopause and provides confidential sources of advice and counselling services.
- Ensure health and wellbeing policies supportive of menopause are incorporated in induction, training and development programs for all new and existing staff.
- Include explicit coverage of menopause in sickness and attendance management policies and ensure women can access workplace healthcare provision, where possible.