Implementing a Menopause Policy & Practical Steps to Support Menopausal Employees

Introduction

Gradually, over recent years, the demographic of the workplace has changed and more women are working full time up to their retirement. With the increasing number of women of menopausal age in the workplace this has made the topic one of more relevance to employers.

On average, women will go through the menopause at the age of 51 years with many experiencing symptoms before and after this age. Some women will go through the menopause with relatively few symptoms, but around a quarter will experience a significant number of physical and psychological difficulties.

In this course we will look at the details around supporting employees going through the menopause, the possible discrimination claims, and carrying out risk assessments, and we will work through the steps in developing a menopause policy.

What You Will Learn

This course will cover the following:

• Menopause
• What it is
• The symptoms and problems that women might experience
• The duty of care to the employee
• What the duty of care requires the employer to do
• Appropriate support for women
• Menopause as a disability
• The definition of a disability
• Recent case law
• Age and sex discrimination
• The basis for potential claims
• Recent case law
• Risk assessments
• What might be addressed in a risk assessment
• Addressing issues raised in a risk assessment
• Equality action plans
• What should be included in an Equality Action Plan
• National developments
• The work of the Menopause Workplace Champion
• What we can action from the work of the Champion
• Policies and procedures
• What should be included in a policy
• Education and training for managers