[UK] Employers encouraged to adopt NHS England’s menopause guidance

NHS England has announced the launch of new, transferable guidance to support women through menopause at work, HR magazine reports.

Amanda Pritchard - chief executive of NHS England - made the announcement in an article for The Telegraph. The new guidance has been specifically designed so that it can be applied to different workplaces. It recommends offering flexible working to help people manage their symptoms.

Kat Parsons - head of diversity, inclusion and belonging at facility services provider ISS UK & I - welcomed the move. Her company already has a menopause policy in place.

Speaking to HR magazine, Ms Parsons said, “The symptoms of menopause can be crippling and, without the correct support from employers, those suffering often feel that they are unable to continue at work. So, it’s fantastic to see that NHS England has taken the positive step of enabling employees impacted by the menopause to work flexibly.”

In 2021, research from the employee experience platform Circle In found nearly half (45 per cent) of working women with menopause consider retiring or taking a break from work because of their symptoms, drawing attention to the need for improved employer support.

Due to the impact menopause has on many working lives, the UK government’s cross-party Women and Equalities Committee has also reportedly called for menopause to be included as a protected characteristic under the Equality Act.

Martin Williams - head of employment and partner at law firm Mayo Wynne Baxter - told HR magazine that stricter legislation may be needed to help the guidance take off nationally and to fully address the taboo.

He said, “If this new NHS England guidance does prove to be transferable to other workplaces, the impact could be exponential.

“While voluntary schemes are most welcome, regulatory change needs to happen to put all women on an equal footing. Unfortunately, we are still a long way off.

“The imperative for regulatory change will grow as the subject of menstruation and menopause becomes less taboo, which requires an attitudinal shift in society.”

The guidance reportedly includes a comprehensive overview of menopause terminology, how symptoms impact work and advice on support organisations can provide including a line manager checklist; how to record menopause-related absence and a framework for a wellbeing action plan.

It also includes specific advice on menopause in transgender, non-binary and intersex colleagues.

Ms Parson said, “It’s great to see that the guidance includes transgender, non-binary and intersex employees who may not wish to divulge their menopausal symptoms due to disclosing their status.

“I hope to see other employers follow suit as we work to build a workplace that is inclusive of all generations.”

NHS England’s full guidance on menopause at work is available here.

Source: HR magazine

(Links and quotes via original reporting)

NHS England has announced the launch of new, transferable guidance to support women through menopause at work, HR magazine reports.

Amanda Pritchard - chief executive of NHS England - made the announcement in an article for The Telegraph. The new guidance has been specifically designed so that it can be applied to different workplaces. It recommends offering flexible working to help people manage their symptoms.

Kat Parsons - head of diversity, inclusion and belonging at facility services provider ISS UK & I - welcomed the move. Her company already has a menopause policy in place.

Speaking to HR magazine, Ms Parsons said, “The symptoms of menopause can be crippling and, without the correct support from employers, those suffering often feel that they are unable to continue at work. So, it’s fantastic to see that NHS England has taken the positive step of enabling employees impacted by the menopause to work flexibly.”

In 2021, research from the employee experience platform Circle In found nearly half (45 per cent) of working women with menopause consider retiring or taking a break from work because of their symptoms, drawing attention to the need for improved employer support.

Due to the impact menopause has on many working lives, the UK government’s cross-party Women and Equalities Committee has also reportedly called for menopause to be included as a protected characteristic under the Equality Act.

Martin Williams - head of employment and partner at law firm Mayo Wynne Baxter - told HR magazine that stricter legislation may be needed to help the guidance take off nationally and to fully address the taboo.

He said, “If this new NHS England guidance does prove to be transferable to other workplaces, the impact could be exponential.

“While voluntary schemes are most welcome, regulatory change needs to happen to put all women on an equal footing. Unfortunately, we are still a long way off.

“The imperative for regulatory change will grow as the subject of menstruation and menopause becomes less taboo, which requires an attitudinal shift in society.”

The guidance reportedly includes a comprehensive overview of menopause terminology, how symptoms impact work and advice on support organisations can provide including a line manager checklist; how to record menopause-related absence and a framework for a wellbeing action plan.

It also includes specific advice on menopause in transgender, non-binary and intersex colleagues.

Ms Parson said, “It’s great to see that the guidance includes transgender, non-binary and intersex employees who may not wish to divulge their menopausal symptoms due to disclosing their status.

“I hope to see other employers follow suit as we work to build a workplace that is inclusive of all generations.”

NHS England’s full guidance on menopause at work is available here.

Source: HR magazine

(Links and quotes via original reporting)