Agenda item
DISCUSSION PAPER - MENOPAUSE AT WORK
To receive a discussion paper on Menopause at Work.
Decision:
RESOLVED: That the Committee noted the Discussion Paper on Menopause At Work.
Minutes:
Audio recording – 28 minutes 59 seconds
The HR Services Manager presented the Discussion Paper entitled ‘Menopause and Work’ and highlighted the following:
· Menopause was a normal stage of life, but symptoms can significantly affect attendance, performance, confidence and well-being for some employees.
· The aim was to ensure managers and staff understand what support is available and that the Council responded consistently and sensitively.
· Symptoms can vary widely; for some they are manageable, while for others they may affect sleep, concentration, attendance, or how they experience work.
· A supportive approach helped employees remain well, stay at work and continue contributing effectively, and supported wider aims around inclusion, well-being and retention.
· Menopause was not itself a protected characteristic under the Equality Act, but poor handling can create risks linked to sex, age or disability discrimination.
· In some cases, symptoms may amount to a disability if they have a substantial and long-term impact on day-to-day activities, meaning managers must take concerns seriously, consider reasonable adjustments and apply processes fairly.
· National guidance increasingly framed menopause as a workplace issue, emphasising visibility of support, good manager conversations, access to adjustments, partnership working and fair processes.
· The Council already has a strong base of support including intranet information, HR guidance, staff communications, awareness activity, menopause resources, occupational health, the Employee Assistance Programme, GP helpline and flexible working options.
· Next steps included developing a Menopause Action Plan, reviewing visibility and accessibility of existing support, refreshing guidance, and considering management awareness-raising and training on supportive conversations, reasonable adjustments and fair handling of attendance and performance issues.
· Positive steps had already been taken, but the action plan would strengthen the approach and ensure employees experiencing menopause are treated with dignity, supported appropriately and able to contribute fully.
The following Members raised points on the Discussion Paper:
· Councillor Ian Albert
· Councillor Bryony May
· Councillor Claire Strong
The following points were raised as part of the discussion:
· The information provided in the paper on the actions already taken by the Council, as well as the proposals for future development, were welcomed and marked a huge change from how the menopause was previously dealt with by organisations.
· It was important for managers to feel confident to have one to one conversations with employees experiencing menopause to understand what support was required.
· Some consideration should be given to Council employees who have other families members experiencing menopause.
· The menopause journey was different for all women and the symptoms experienced and timing can vary.
· It was important for women to understand menopause, but it was equally important that men understood the symptoms and impact of menopause symptoms.
· Previously menopause had not been discussed at work or with managers, but it was good to see that it was now acceptable.
In response to points raised, the HR Services Manager advised that:
· Support for employees affected by another member of their family experiencing menopause was already included in intranet information and will continue to form part of guidance.
· The Women’s Network was expected to discuss menopause, and the Menopause Network had been running for nearly two years, which provided a space for staff experiencing menopause or supporting others.
The Chair confirmed that no Members objected and, it was:
RESOLVED: That the Committee noted the Discussion Paper on Menopause At Work.
Supporting documents:
PDF 67 KB