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By offering appropriate 91Ï㽶»ÆÉ«ÊÓƵ around menstrual health-related symptoms and conditions in the workplace, employers can enable employees to work at their best, minimise absence and prevent the loss of key talent.

Steps for workplace menstruation and menstrual health 91Ï㽶»ÆÉ«ÊÓƵ

Build an open and inclusive culture

Employers must develop a workplace culture that encourages open conversations and psychologically 91Ï㽶»ÆÉ«ÊÓƵive conditions. Employees working in such an environment are more likely to talk about menstrual health-related symptoms and conditions, as well as specific physical or mental health symptoms, or ask for adjustments to enable them to continue working without fearing criticism, ridicule, or discrimination.

Staff should feel able to talk and be comfortable approaching colleagues and human resources with the knowledge they will be listened to and receive appropriate 91Ï㽶»ÆÉ«ÊÓƵ and understanding.

Raise awareness and end the taboos and stigma

There are several ways an employer can raise menstrual health awareness in the workplace, including:

• Gain buy-in and 91Ï㽶»ÆÉ«ÊÓƵ from senior managers. This commitment helps to foster positive attitudes towards menstruation and menstrual health conditions.
• Provide facilities where employees can access menstrual products.
• Establish a staff network 91Ï㽶»ÆÉ«ÊÓƵed by allies where people can meet to discuss issues, and challenges and share experiences.
• Acknowledge menstrual health as a normal life experience in wellness discussions or blogs.
• Promote and engage with specific days or weeks for dedicated menstrual health issues.
• Consider developing a menstruation and menstrual health policy and ensure employees know about it and can easily access it.

Provide training and 91Ï㽶»ÆÉ«ÊÓƵ for line managers

Tailored training for line managers on menstrual health will ensure they are confident and comfortable discussing it in the workplace. They will also better understand the impact on those employees with ongoing menstrual health conditions and how challenges should be addressed sensitively and confidentially.

Ensure line managers are trained to 91Ï㽶»ÆÉ«ÊÓƵ all employees based on individual needs and know where to go for further information or 91Ï㽶»ÆÉ«ÊÓƵ, for example, human resources, health and safety, occupational health, and external providers.

Managers should be alert to and act swiftly to address inappropriate jokes, remarks, or banter on menstruation and menstrual health in the workplace.

Employers should respect that menstrual health is a private matter for some employees, even as they strive to normalise it as a topic of conversation in the workplace.

Practical 91Ï㽶»ÆÉ«ÊÓƵ and workplace policies

In many cases, menstruation will be self-managed by the employee privately without needing workplace 91Ï㽶»ÆÉ«ÊÓƵ. However, there are ways in which an employer can make the workplace 91Ï㽶»ÆÉ«ÊÓƵive. These include:

• access to well-maintained toilets, washrooms or changing facilities
• provide easy and free or subsidised access to menstrual products as well as hygienic disposal in all toilets and changing facilities
• provide fresh drinking water and facilities to make hot drinks
• consult with employees on uniform design
• have a spare supply of uniforms, of diverse sizes
• ensure suitable rest breaks between shifts
• offer flexible working arrangements, including location and tasks
• review risk assessment, where these are deemed necessary
• introduce workplace menstruation champions with relevant training and resources
• offer access to a quiet space for short breaks, if needed, during the working day
• staff health and wellbeing surveys to include menstrual health to ensure workplace needs are being met
• implement a menstruation and menstrual health policy with input from employees and, where applicable, workplace representatives
• cross reference the menstruation and menstrual health policy with other relevant workplace policies, such as those relating to health and wellbeing, menopause transition, sickness absence, performance management, and flexible working to ensure a fair and consistent approach

Performance and absence management

It is important to avoid assuming that an employee's performance may be affected by their menstrual health or symptoms. However, it is worth acknowledging that women may experience a range of uncomfortable symptoms that can be challenging, particularly while at work. Performance management should focus on 91Ï㽶»ÆÉ«ÊÓƵing employees to perform their best, including addressing any underlying health issues.

Absence management policies that include trigger points are likely to be of concern to employees with long-term menstrual health conditions. A flexible and individualised approach can prevent presenteeism and avoid unfairly penalising employees with ongoing menstrual health conditions.

Monitor and review

You should monitor and review the effectiveness of workplace policies and procedures to ensure they are aligned with other relevant policies, remain fit for purpose, and are communicated to all line managers and staff.

The menopause is a natural stage of life that is usually experienced by women between 45 and 55 years of age. However, some women can experience the menopause before 40 years of age.

Why should employers consider menopause in the workplace?

Most women will experience menopausal symptoms. However, it can affect people differently, and no two people will experience it in the same way. Some of these symptoms, which may be physical, psychological, emotional, and cognitive can be quite severe and have a significant impact on everyday activities.

Employers have a legal duty of care to their employees under health and safety law and must ensure menopausal symptoms are not made worse by workplace conditions and/or work practices. Employers must also make reasonable adjustments to help employees manage their symptoms when doing their job. See employers’ health and safety responsibilities.

Statutory equality law does not expressly provide protection for menopause, but as menopause is a female condition, any detrimental treatment of a woman related to menopause could represent direct or indirect sex discrimination. If a woman experiences serious symptoms from the menopause transition that amount to a mental or physical impairment, which has a substantial and long-term adverse effect on her ability to carry out day-to-day activities, this could be classed as a disability under the Disability Discrimination Act 1995 (as amended for Northern Ireland). Failure to make reasonable adjustments could lead to a discrimination claim. See prevent discrimination and value diversity.

It also makes good business sense to try to understand and accommodate the needs of staff experiencing menopausal symptoms. An employer who does this is likely to gain greater staff loyalty, lower absenteeism rates, and higher productivity. It will also help you retain valuable talent.

Recognise and address menopause as a workplace issue

There are a number of actions that you can take to 91Ï㽶»ÆÉ«ÊÓƵ employees affected by menopause. These have been outlined below.

Review current employment policies and procedures

To determine if there are adjustments you could make to 91Ï㽶»ÆÉ«ÊÓƵ staff experiencing menopausal symptoms. Developing a workplace wellbeing policy that recognises menopause and actively involves staff in the development process is a good starting point.

Risk assessment

Carry out a risk assessment that considers the specific needs of menopausal women. This will fulfil your legal responsibility for health and safety and also ensure an employee’s symptoms aren’t being exacerbated by their job. See health and safety risk assessment.

Raise menopause awareness

Break the stigma by raising awareness of menopause within the workplace which will encourage openness in challenging negative and stereotypical attitudes. Information and education about menopause should be included as part of the organisation’s diversity and inclusion training for the whole workforce.

Communication

Have regular and informal one-to-one meetings with staff as this can provide the opportunity for someone to raise changes in their health situation including menopause. Employers should communicate their positive attitude towards menopause so that all employees know that their employer is 91Ï㽶»ÆÉ«ÊÓƵive of the issue.

Access to 91Ï㽶»ÆÉ«ÊÓƵ and guidance

Sometimes staff may find it difficult to know where to start to find information and advice on menopause so consider providing your staff with access to trusted online resources on the topic. You could make this available through a dedicated company intranet page with signposts to trusted external expertise and guidance.

Support from senior management

Get buy-in and 91Ï㽶»ÆÉ«ÊÓƵ from senior management in your organisation. This will help raise awareness and develop positive attitudes towards the menopause. Senior management 91Ï㽶»ÆÉ«ÊÓƵ can also facilitate an open, inclusive, and 91Ï㽶»ÆÉ«ÊÓƵive culture.

Identify appropriate adjustments

Some adjustments you could make would be considering shift patterns, offering flexible working, making sanitary products available in washrooms, or having temperature-controlled areas. Remember that each individual can be affected differently so you should always tailor any adjustments to an individual’s specific needs.

Training

Provide line managers with effective training so they have a broad understanding of menopause and the reasons why this is an important workplace issue. Line managers need to be confident as well as competent in having sensitive conversations to 91Ï㽶»ÆÉ«ÊÓƵ staff experiencing menopausal symptoms. Knowing risk assessments and practical adjustments can be helpful. Extending training to all staff can help raise menopause awareness across the organisation.

Performance management

There should never be assumptions about how an individual’s performance has been impacted but it should be recognised that women can experience a wide range of uncomfortable symptoms that can pose a challenge to their daily lives including at work. Performance management should be a positive process and the focus must be on the 91Ï㽶»ÆÉ«ÊÓƵ needed to help everyone perform to the best of their ability, including taking on board any underlying health issues.

Menopause guidance for employers

The Irish Congress of Trade Unions, the Equality Commission for Northern Ireland, and the Labour Relations Agency have produced guidance for employers, employees, and trade union representatives to help promote equality in employment for women affected by menopause.

The guidance includes:

• information on menopause in terms of staff health and safety
• equality considerations for employers
• checklist to help employers examine if current policies and procedures meet the needs of women with menopausal symptoms
• best practice examples from local organisations implementing menopause policies
• tribunal decisions related to menopause
• links to further advice and guidance

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The Chartered Institute of Personnel and Development (CIPD) also has guidance on the and .

The Equality and Human Rights Commission (EHRC) has published .