Staff wellbeing
Supporting care staff through the menopause
Emma McGrath, professional support solicitor at Citation, explains how care managers can provide support to menopausal employees and achieve the best outcomes for both the staff member and the business
Menopause-age employees are becoming the fastest-growing workplace demographic, amounting to millions of staff across a range of business sizes and sectors.1 In the adult social care sector, women account for 82 per cent of the workforce in England with an average employee age of 45 years old.2
Despite this, most care
facilities do not have any policies or support in place for employees going through the menopause and, in fact, many do not know where to start. The Fawcett Menopause and the Workplace Report 20223
found that one
in ten women who have been employed during the menopause have left work due to symptoms and that many employers are not taking action to support menopausal women. The report also found that despite consistent evidence that a mix of appropriate interventions by employers can support these women, including culture change, training, advice, adapting absence policies, flexible work, and environmental changes, eight out of ten women surveyed said their employer had not put them in place and, when they do, that they are unhelpful.
Earlier this year, the Equality and Human Rights Commission (EHRC) provided some much-needed guidance for employers on menopause in the workplace, clarifying the legal obligations they have to employees.
Research from the EHRC has found that
over two thirds of working women between the ages of 40 and 60 who have experienced menopausal symptoms claimed that it has mostly a negative impact on them at work.4 Reported impacts included an inability to concentrate, increase in stress, less patience with colleagues, and being less able to carry out physical tasks. Employers have a responsibility to make reasonable adjustments to support staff going through the menopause and
July 2024
www.thecarehomeenvironment.com
reduce the impact it has on their work, and, crucially, retain those tenured staff members who possess valuable skillsets and years of experience. But with the nature and demands of the sector, care managers will be wondering what they can do to support employees and avoid any claims of discrimination or unfair treatment.
How menopause can affect employees Menopause affects everyone differently. For some, symptoms may be brief and short lived, with others not experiencing any symptoms at all. However, symptoms can be severe and distressing. These can include: n Hot flushes and night sweats. n Feeling the heart racing and palpitations.
Employers have a responsibility to make reasonable adjustments to support staff
n Difficulty sleeping. n Changes in mood, such as feeling tired, irritable, depressed, or anxious.
n Poor memory. n Urinary problems, such as recurrent urinary tract infections and loss of bladder control.
n Difficulty concentrating.
These wide-ranging symptoms can have a knock-on effect on an employee’s confidence in their skills, abilities, and belief in their ability to do their job. Sometimes these symptoms can leave people feeling like they need to take more time off work or even leave their job.
Put a policy in place It is important to recognise that employees who experience an impairment that has a long-term, substantial impact on their ability to carry out normal day-to-day activities could be considered disabled and have protections under the Equality Act 2010.
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