Unison: The menopause is a workplace issue - guidance and model policy

More documents

Recommendations

Info

mThe menopause is a workplace issue: guidance and model policyContentsForeword 3Why the menopause is a workplace issue 4How branches can benefit from negotiating a workplace menopause policy 5What is the menopause? 6What are the possible menopausal symptoms and how could they impact onwork? 8Why do branch officers and reps need to know aboutmenopausal symptoms? 10Women’s experience at work 11UNISON members’ experiences 13Further sources of information to support women and raise awareness: 14Changing workplace policies and practices 15The role of the trade union 19Further information for branches and union reps 22Putting the case to an employer for a workplace menopause policy 24The law and the menopause 26Checklist for branches and reps 28Model workplace survey on the menopause 30Menopause and the workplace policy 322
ForewordThis guide is designed to assist branchesin ensuring that organisations consider howmenopausal symptoms can impact on women,trans and non-binary people experiencingthe menopause. The aim is for employers totreat the issue with the critical importance itdeserves and for policies and procedures toprotect all workers and not disadvantage thosewho are experiencing the menopause.The guide is arranged so that you can dip inand dip out, focusing on the areas that arerelevant to your employer.• Set out to employers the key featureswithin a range of core policies that areneeded to create a fair and supportiveenvironment for workers experiencing themenopause• Press for standard practices andtraining that enable problems related tomenopausal symptoms in the workplace tobe identified and for suitable adjustmentsto be offered.For example, you may already have aworkplace menopause policy in place and anengaged employer, so you may want to focusmore on specific practical actions to supportindividual members, as listed in the checklistfor branches and reps.Or you may have a disinterested or hostileemployer and need to look particularly at thesection about putting the case to an employer,as well as using the model workplace survey togather evidence.This guide will help branches to:• Initiate discussions with an employer tohighlight how the menopause can impacton workers and make the case for jointlyconducting a thorough review of theorganisation’s policies and procedures• Understand the minimum legalrequirements that employers mustconsider in their handling of workersexperiencing the menopause• Tap into the resources of establishedmenopause information sources topush forward a commitment to raisingawareness about the menopause and theimpact of menopausal symptoms• Consider how union activists maycontribute to raising awarenessof menopausal symptoms andcommunicating the workplace adjustmentsand other support available3
Page 1: mMenopauseThe menopause is a workpl
Page 5 and 6: How branches can benefit fromnegoti
Page 7 and 8: Everyone’s experience of the meno
Page 9 and 10: Clearly any and all of these sympto
Page 11 and 12: Women’s experience at workThe 201
Page 13 and 14: UNISON members’ experiencesOne UN
Page 15 and 16: Changing workplace policies andprac
Page 17 and 18: StressEmployers need to be aware th
Page 19 and 20: The role of the trade unionBeing aw
Page 21 and 22: Jane Gebbie, chair of both the regi
Page 23 and 24: NHS WalesIn the health service sect
Page 25 and 26: A minimal change isrequired for a p
Page 27 and 28: employers. The general equality dut
Page 29 and 30: Does the policy recognise that opti
Page 31 and 32: 6. There are sometimes more physica
Page 33 and 34: Definition of the menopause(See als
Page 35 and 36: • access to drinking water• uni
Page 37 and 38: Trade union involvementConsultation
Page 39 and 40: Menopause Matterswww.menopausematte

Unison: The menopause is a workplace issue - guidance and model policy

Create successful ePaper yourself

Delete template?

Save as template?