SCHEDULE 32 - MENOPAUSE POLICY
1.
ABOUT THIS POLICY
1.1
We are committed to fostering an inclusive and supportive working environment for all our staff.
1.2
We recognise that many members of staff will experience the menopause and that for some the menopause will have an adverse impact on their working lives.
1.3
The purpose of this policy is to raise awareness of the menopause and the impact of the menopause in the workplace, and to encourage open conversations between managers and staff. We are committed to supporting staff who are affected by the menopause and to signpost relevant advice and assistance to anyone who needs it.
1.4
This policy covers all employees, officers, consultants, contractors, casual workers and agency workers.
1.5
This policy does not form part of any employee's contract of employment and we may amend it at any time.
2.
WHAT IS THE MENOPAUSE
2.1
All women will experience the menopause at some point during their life. The menopause can also impact trans and non-binary people who may not identify as female. Most of those who experience the menopause will do so between the ages of 45 and 55. However, some start experiencing symptoms much earlier. Often, symptoms last between four to eight years, but they can continue for longer. Symptoms can include, but are not limited to, sleeplessness, hot flushes, memory loss or poor concentration, headaches, muscle and joint pains, depression and anxiety.
2.2
2.3
2.4
The majority of those going through the menopause will experience some symptoms, although everyone is different and symptoms can fluctuate.
2.5
The menopause is preceded by the perimenopause, during which the body prepares itself for menopause. The perimenopause can also last several years and can involve similar symptoms to the menopause itself. For the purpose of this policy, any reference to the menopause includes the perimenopause.
3.
OPEN CONVERSATIONS
3.1
Menopause is not just an issue for women. All staff should be aware of the menopause so that they can support those going through it or otherwise affected by it. We encourage an environment in which colleagues can have open conversations about the menopause. We expect all staff to be supportive of colleagues who may be affected by the menopause in the workplace. Anyone affected by the menopause should feel confident to talk to their line manager about their symptoms and the support they may need to reduce the difficulties the menopause can cause them at work. Line managers should be ready to have open conversations with staff about the menopause and what support is available. Such conversations should be treated sensitively and any information provided should be handled confidentially and in accordance with our Data Protection Policy.
3.2
3.3
3.4
121
Made with FlippingBook - Online magazine maker