How we can help your business
Making menopause inclusivity a priority not only improves your organisation’s performance and financial bottom line, but also makes it a great place for employees to work.
Why take menopause in the workplace seriously?
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.
Increase productivity
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.
Lower absence levels
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, 3 in 4 women experience symptoms, 1 in 4 severe.
So it makes sense that absence can be reduced with some simple, low-cost changes to support women experiencing symptoms.
Reduce your recruitment costs
Research said that 1 in 4 women had considered leaving work due to their menopause.
According to research, 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.
Reduce the risk of being taken to a tribunal
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. This doesn’t include any awards or claimant’s legal fees, which you need to pay if they win or hiring an employment lawyer.
How we can help
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.
Making menopause at work matter
It’s time we changed the way we talk about menopause at work. Find out more of the facts and figures around why we need to take menopause at work seriously.
