Staff wellbeing
The number of tribunal cases that cite menopause increased by 44 per cent in 2021 and continued to rise throughout 2023, including because workplaces did not provide sufficient support to struggling employees.
Implementing a robust menopause policy can be invaluable to your care facility and offer clarity and reassurance to your employees. The policy can help your whole organisation understand how the menopause affects people, what support is available to staff, your businesses’ stance on taking time off for managing symptoms, and flexible working arrangements available to menopausal employees. As managers in a fast-paced sector, getting ahead of these requests and implementing a clear, fair policy will help to create a happy, well supported team, which in turns leads to increased retention, positive reputation, and minimised risk of a difficult, time-consuming grievance process, or even worse, a tribunal claim.
Reasonable adjustments Flexible working and/or adjustments can be tricky to navigate in the care sector due to the nature of the role and needs of service users. Shift patterns can vary, teams can be understaffed, and it can be difficult to allow ad-hoc breaks around strict schedules for food and medication that must be prioritised in the interest of safeguarding service users. However, there are still reasonable adjustments that care managers can implement with minimal impact on service users and other employees, such as relaxing uniform policies. Care uniforms such as long tunics and trousers made from thick, warm material like polyester can be uncomfortable for employees experiencing symptoms such as hot flushes. However, allowing these employees to wear modified uniforms with shorter sleeves and lighter material can help to make them more comfortable while on shift. Another reasonable adjustment would be introducing water stations and fans in the staffroom to help employees who are experiencing hot flushes to cool off and prevent symptoms from escalating. As far as reasonably practical, managers could provide a quiet space away from service users for employees to take a break when they are experiencing a flare-up of symptoms.
Managing absence 44
Some employees may not feel comfortable speaking directly with their manager
Some symptoms can result in employees being unable to work and needing time off, and it is important that absences that the employee declares are related to menopause symptoms are noted accurately in sickness records. Disciplinary action against an employee due to menopause related absence could potentially be classed as discrimination under the Equality Act 2010. Adjusting rotas to allow menopausal
employees to work later shifts may also be beneficial for some employees. Difficulty with sleeping is a common symptom and having the ability to start work later in the day after a bad night’s sleep can improve how engaged and productive employees are. Later starts should also be considered during the warmer summer months for employees experiencing hot flushes as cooler night shifts could be more suitable. It is about communicating with employees who declare they are suffering with menopause symptoms, particularly to understand what adjustments would work for them and whether these can be reasonably accommodated.
Training
To best support employees, managers should be trained on the symptoms of menopause as well as how to listen to and support staff. Team leaders should be aware of internal and external resources available so that if appropriate, they can point employees in the right direction.
Equally, managers need to be trained not to make assumptions about menopause or about how might be affecting an employee, as everyone is different and will require individual adjustments that work for them. A sensitive approach is needed, especially as some employees may not feel comfortable discussing the menopause at all and the conversation should not be forced.
Starting the conversation A good way to start the conversation with an employee is to ask open, general questions about how they are, which allows them to decide if they want to discuss their experience. It is important to approach these conversations with empathy and to not be embarrassed by the issue or how the employee is feeling. After the initial conversation, be sure to have regular catch ups or one-to-ones in a private, confidential setting to create the right environment and to also encourage employees to be open about the menopause and its impact on them.
This handy checklist will help ensure
that you are creating a supportive environment that makes employees feel comfortable discussing their issues: n Avoid interruptions – switch off phones and ensure colleagues cannot walk in and interrupt.
n Ask simple, open, non-judgmental questions.
n Speak calmly. n Maintain eye contact. n Listen actively and carefully. n Encourage the employee to talk. n Give the employee ample opportunity to explain the situation in their own words. n Show empathy and understanding.
www.thecarehomeenvironment.com July 2024
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