Policy is not to suffer in silence
The UK Government has rejected calls for a pilot of menopause leave and resisted a recommendation to make it a protected characteristic under the equalities Act.
They said the recommendations could unintentionally create “discrimination risks towards men suffering from long-term medical conditions”.
Jennifer Young, founder of The Menopause Plus and a wellness and menopause expert, called the Government’s rejection a “travesty” but is hopeful progress will be made.
So, what can you do, before more progress is made?
ASK For PrActicAL HELP
“Anyone experiencing symptoms has a right to ask for reasonable steps to be taken, to ensure their health and welfare,” Young said, “whether it’s time off, a desk fan, more flexible working, work uniforms in breathable fabrics or access to technologies that can help with memory issues.”
FinD out iF Your coMPAnY HAS A MEnoPAuSE PoLicY
If there doesn’t seem to be a culture of talking about the menopause at work, push for information on the organisation’s relevant policies and, if you need to, explain why it’s important to have one.
tALK to Your LinE MAnAGEr
Deborah Garlick, founder of henpicked: Menopause in the Workplace, said: “Book time in with your line manager in a private room, or somewhere confidential. Prepare ahead of the meeting: what are your symptoms?
“What are you doing to manage them (have you talked to your GP)? Think about how your line manager could help. Your line manager may need time to reflect on your conversation or talk to hR about the support they can offer, so book time to catch-up again.”
KnoW You ArEn’t ALonE
Far too many women are suffering in silence. having a network of day-to-day support could make the difference.
Garlick said: “For so many individuals in the workplace, they don’t necessarily need a huge amount of support. Just being able to be open ... and knowing people around you will understand, is sometimes enough.”