It’s like pregnancy – we have to talk about it, but lots of us don’t want to and don’t know how?
Like pregnancy#pregnancy it comes with various issues – physical, psychological, and personal. Like pregnancy it impacts everyone in different ways.
Pregnancy is a little more obvious – and there is no ‘automatic’ discrimination against people experiencing the effects of the menopause #menopauseintheworkplace. However, age and sex discrimination will inevitably come into play.
More importantly, as an educated, empathetic, highly motivated manager who understands that the 50+ generation are crucial to the future of your business – what should you do?
It is important to support and encourage an open dialogue with individuals going through the menopause. It is also important to make it part of the workplace agenda, not to stereotype people or categorise them because of something biological they are experiencing, and not to penalise them if they need to take some time off.
Should you have a workplace policy? Yes, probably. But an open mind, a responsive and caring approach are far more important. At the end of the day, we need to look after our employees whatever they are going through. Good employers know this already #leadershipdevelopment
Let’s talk. If you have any concerns about workplace issues please feel free to email me or schedule a free half an hour call through my website.
I am a qualified employment law solicitor with over 25 years' experience working for the most part with employers. All businesses are vulnerable to tribunal claims from employees. My firm…
