Making menopause an inclusive subject that no one is afraid or embarrassed to talk about helps make an organisation a great place to work, giving employees the confidence to ask for help and support if they need it.
Educating and informing leaders and managers to understand what menopause is, how it can affect an employee and how your business can help means they can have great conversations and provide the right support.
It’s the right thing to do, and if that’s not enough, it helps your organisation's performance and financial bottom line too:
Great companies invest in their employees, and experienced employees are your business’s biggest asset. If menopausal symptoms are affecting performance or relationships, whether that’s obvious or hidden by the employee implementing ‘coping mechanisms’, your support can make a huge difference.
According to the Office of National Statistics, in 2016, the groups who experienced the highest rates of sickness absence included women, older workers and those working in the largest organisations. It is not clear how much absence is a result of menopause because this is not surveyed, however, 75-80% of women experience symptoms, 25% severe. So it makes sense that absence can be reduced with some simple, low-cost changes to support women experiencing symptoms.
Research last year said that 1 in 4 women had considered leaving work because they couldn’t cope with their menopause symptoms. According to a 2014 HR Review magazine review, replacing leavers costs in the region of £30,000, including direct recruitment costs as well as the less tangible elements of bringing a new member of the team up to speed through induction to the required level of performance.
There have already been tribunals won by employees where their employer hasn’t taken menopausal symptoms into account. The average cost of defending a tribunal is £8,500, which doesn’t include any awards or claimant’s legal fees, which you need to pay if they win.
Working closely with organisations, we help them introduce the right solution for them. These are often simple or minor changes with a small investment that could potentially achieve swift and significant returns.
Everyone needs to understand menopause. It’s time we all talked about it.
If you’d like to find out more, please fill out the call back form below and one our team members will be in touch with you shortly.
“Next were thrilled to have Henpicked on site to train our Menopause Advocates, newly named the Embracing The Change Team #ETC.
The team are really excited about ‘spreading the menopause word’ and supporting both men and women in the workplace through education, useful resources and creating opportunities to talk openly about menopause”
Claire Kershaw, Next PLC