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

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mThe menopause is a workplace issue: guidance and model policyChecklist for branches and repsDoes the employer appreciate the potentialscale of the issue within their particularworkforce? Have the trade union repsundertaken a workplace survey?Is the employer aware of the potentialgender pay gap implications throughpractices that do not take account of healthissues caused by menopausal symptoms?Do both the employer and trade union repsencourage an environment of opennessand transparency where everyone can talkabout gender-specific conditions such asthe menopause?Do managers promote the use ofappropriate language, sensitivity andconfidentiality when referring to women’shealth issues such as related to themenopause, and are offensive banter andridicule clearly outlawed in the workplace?Do UNISON branch and workplace repshelp raise awareness and a sympatheticunderstanding about the menopause andthe potential impact of symptoms in theworkplace?Do they create an environment whereworkers experiencing the menopause feelcomfortable to discuss the issues?Are staff encouraged to raise issues ofconcern about difficult symptoms relatedto the menopause with their line managers,and do the line managers feel informedand confident enough to have supportiveconversations with the employees?Do line managers receive training to beaware of menopausal symptoms and othergender-specific health conditions and thetype of adjustments that may be necessaryto support women at work?Similarly do UNISON branch officers andworkplace reps receive awareness training?Is there a wider occupational healthawareness campaign so that everyoneknows that the employer has a positiveattitude to the issues?If staff are unable to speak to their linemanager is there someone else who isappropriately trained, able to supportthem in the workplace empathetically andpractically?Are all existing policies and practices fullyequality-proofed, taking into account theissues and potential barriers affectingwomen experiencing the menopause?Does this also include consideration of theadditional barriers encountered by disabledwomen, Black women and LGBT+ workersexperiencing the menopause?Do performance management processesfully take into account that the menopauseis an occupational health issue and do notunfairly penalise workers experiencing themenopause?Are sickness absence proceduressufficiently flexible so as not to penalisewomen taking time off for gender-specifichealth conditions?Do sickness absence proceduresspecifically highlight the menopause asa potential long-term fluctuating healthcondition?Do return to work interviews consider ifa range of symptoms could be relatedto the menopause and are managerstrained to deal with this in a supportive andsympathetic way?Does the employer provide paid time offfor on-going treatments and check-upappointments (such as for HRT treatment)to manage conditions that are not recordedas sick leave?Does the flexible working policy clearlystate that the symptoms of menopausemay require flexible working adjustmentsand allows for temporary changes in workpatterns?Are employees reassured that they will notbe penalised or suffer a detriment becausethey request and are granted workplaceadjustments or flexible working to deal withsymptoms that are not manageable?Do health and safety risk assessmentsconsider the specific needs of womenexperiencing the menopause?Have stress risk assessments beenundertaken and actions to address workrelated stress implemented?Is there a specific workplace menopausepolicy?28
Does the policy recognise that optionsfor potential adjustments and supportin the workplace should be discussedsensitively with individual employees sothat adjustments can be specific to theindividual and their role?Are women as well as men involved inrelevant decision-making bodies andin monitoring and reviewing of relatedprocesses?Are staff allowed opportunities to meet upinformally with colleagues experiencingsimilar issues such as through amenopause café?Does the organisation have access tooccupational health services and are theseused effectively to support with menopausalsymptoms?Practical issues to considerAre workers experiencing the menopauseable to adjust the temperature or increaseventilation to help with their symptoms e.g.the provision of small desk fans, able to sitnear a window or door that opens, able topop outside as and when needed to cooloff, access to well-maintained toilets andrest areas, shower facilities?Is there easy access to cold drinking waterincluding off-site venues?Is there access to natural light and an abilityto adjust artificial light?Are there enough breaks during the workingday or a flexibility allowed about takingadditional breaks?Are workers experiencing the menopauseable to leave their posts to deal withsymptoms at times other than allocatedbreaks and is there cover available ifneeded?Is there easy access to washroom, showersand toilet facilities including when travellingor working in temporary locations?Are sanitary products easily available withinthe workplace?Are uniforms made of natural fabrics,ideally with options for layering that canbe adjusted, as well as the provision ofchanging facilities?Are workers experiencing the menopauseable to easily request extra uniforms ifneeded?Is the time wearing personal protectiveequipment such as face masks limited?Do any dress codes exacerbate certainsymptoms for workers experiencingthe menopause and if so, can these beadjusted?Does the employer make truly flexibleworking hours and practices available toaddress periods of time where symptomsare difficult to manage, includingopportunities to temporarily adjust shiftpatterns or hours, ability for home working,options for alternative tasks and duties?Does the employer provide quiet areas towork and opportunities for time out fromothers?Is there access to a rest room particularlywhere work requires constant standingor prolonged sitting, or is there access tospace to move about for those workers insedentary roles?Are workplace stress and excessiveworkloads properly addressed?Does the employer provide access tocounselling services and employeeassistance programmes?Is there a knowledgeable and confidentialworkplace point of contact that a womancan go to particularly if their line manager ismale?Is there a wellbeing champion ormenopause champion identified in theworkplace that staff can talk to in private?29
Page 1 and 2: mMenopauseThe menopause is a workpl
Page 3 and 4: ForewordThis guide is designed to a
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: employers. The general equality dut
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

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