8/1/2023 0 Comments Vimeo my way usherWe are witnessing seismic shifts in where and when we work, with people now able to request flexible working from day one of their employment and lots of success with the trial of the four-day working week. However with the Labour Party's plans to bring in paid menopause leave and support and adjustment reporting should they win the next election, there is increasing hope that a change to the Equalities Act will be included in this. All three have proved to be extremely complex. Regarding not making menopause a protected characteristic, under the current legislation women during menopause have the option of bringing a case to tribunal under age, sex or disability. At a time when there is a serious skills shortage, not supporting women in this way is short sighted and demeaning. They also recognise the cost of replacing these women is far in excess of that invested in support. These organisations recognise and value the skills and experience these women bring. Women and those experiencing menopause report that they feel valued and heard. Those that take this approach retain some of their most brilliant employees. In addition to this they offer meaningful and effective support when they return, in the knowledge that menopause is not static and lasts many years. This is particularly helpful at the beginning of this process, when women are struggling to understand what’s happening. Some are offering time off (one to two months months) for women to step away, manage their stress, think through their treatment options and act on whichever is best for them. In my work I speak to numerous organisations. Well there is some light at the end of the tunnel. So, how can we approach this differently? The effect of this across business and society in general is considerable and that's not forgetting the massive headache for HR departments. The economic impact of not supporting women through this phase in life means that around 10% leave employment altogether and a further 10% consider leaving, often reducing their responsibilities or hours and stepping away from their potential. Menopause at work: what's the employer's responsibility? NHS England encourages employers to adopt its menopause guidance Six things to consider when creating menopause guidance It is therefore an underestimate that downplays the effect of this decision. It also excludes the 5% of women who have their menopause before the age of 45. This excludes those aged 45 to 49 which considering the average women will be when they experience symptoms is 45 to 55 is approximately half the women who need to be included. The government’s report states that there are 4.5 million women aged 50 to 64 in employment. The government’s response to the Menopause and workplace report is damaging to women’s careers, their contribution to our places of work and the economy as a whole.
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