Being able to navigate the menopause in the workplace is crucial for all employers. In the first segment of this blog series, we discussed the necessity for organisations to develop a menopause policy and conduct training sessions to educate colleagues and managers on the menopause. In this second and final instalment of this series, we will delve into implementing reasonable adjustments and conducting risk assessments.

Making Reasonable Adjustments

Firstly, what is a reasonable adjustment? A ‘reasonable adjustment’ is a change that must be made to remove or reduce any disadvantage associated with a person’s disability while applying for or performing a role. Symptoms arising from the menopause or peri-menopause could amount to a disability where the symptoms are long-term and have a substantial effect on the employee’s ability to carry out day-to-day activities.

With some individuals you could argue that their menopause symptoms do not amount to a disability under the Equality Act 2010, and therefore you do not need to make reasonable adjustments. While this may be the case, we would still suggest that you show support to your employees and where possible make the needed adjustments. As it says in the name, the changes only need to be reasonable! You are not expected to install a new air conditioning system unless it is in the scope of reasonableness for your organisation, whilst supplying a personal fan or moving closer to a window will be easy adjustments.

What adjustments can you make?

Firstly, it is worth speaking to the member of staff who is living with symptoms of menopause, gain an understanding of what they are going through and what they think would help them; ultimately, when we make changes, we want them to be effective for the individual. If needed, consider involving relevant experts, such as an occupational health practitioner, to help identify appropriate adjustments that could be put in place to ease the impact of their symptoms on their work.

Different symptoms require different adjustments. The CIPD provide some suggestions, for instance,

• If the individual is suffering from sleep disruption or night sweats, you could offer a flexible working arrangement (later start and finish time.
• If they are having hot flushes, you could provide a fan, provide easy access to cold drinking water, or potentially you could adapt the work uniform.
• Maybe the individual is having psychological issues, offer to provide access to a quiet space to work, signpost the employee to an employee assistance programme or counselling services, or adjust tasks and duties.

No doubt your employees will appreciate your supportive approach.

Carrying Out Risk Assessments

Completing a risk assessment is a proactive step that all employers can take. In fact, here in the UK, employers have a legal duty to make a suitable and sufficient assessment of the workplace risks to the health and safety of their employees. This includes making adjustments for women who are experiencing menopausal symptoms.

In essence employers, you need to ensure that work practices do not worsen the experience of a menopausal employee. When carrying out an assessment check for hazards, consider:

• is cold water readily available,
• is the temperature of the workplace too warm,
• if uniforms are warm, is the material breathable and light?

Once these hazards are identified, it’s crucial to take prompt action to eliminate or mitigate them. This might involve adjusting workplace temperatures, providing access to cooling facilities or breaks, allowing flexibility in uniform policies, or implementing other appropriate accommodations. By addressing these factors proactively, employers can create a more supportive and inclusive work environment for employees experiencing menopausal symptoms, ultimately promoting their health, safety, and overall well-being.

In this two-part blog series, we’ve tackled the fundamental issue of supporting women navigating menopause in the workplace. In the first part, we discussed the importance of implementing a dedicated menopause policy and conducting thorough training sessions to educate colleagues and managers. Now, in this final segment, we’ve explored the significance of making reasonable adjustments and conducting risk assessments to ensure a supportive and inclusive work environment.

The power of talking

We recognise that talking about the menopause can feel awkward for some (hence the training!). However, it is vitally important to take the time to understand what your employee is experiencing and how they are feeling. By getting a better understanding of their personal experience with the menopause, whilst fostering open lines of communication, you have a greater chance of helping your employee to navigate their menopause symptoms at work. In turn, as an employer, you will benefit from keeping an employee in work and ensuring that they are able to operate at their best.

Together, these measures will help you to navigate the menopause in the workplace; and contribute to fostering a culture of understanding, compassion, and inclusivity, promoting the health, well-being, and productivity of individuals living with menopause. If you have any questions about what we have discussed, please don’t hesitate to contact a member of ViewHR today.