West Lothian Council has agreed a draft menopause policy, after officials warned a failure to do so could constitute discrimination.
The council’s Executive approved the draft policy at its monthly meeting after hearing a report from HR that more than 70% of all council staff are women.
The report said: “As an employer of approximately 8,500 employees, over 70% of those being women, and over 50% aged between 41 – 60, the council recognises its obligation to support employees in working through and beyond menopause, and the potential benefits of doing so including staff retention, reduced sickness absence and increased productivity. “
There is growing public discussion about the menopause, with many high profile TV personalities having produced programmes on their own personal journeys.
In tandem with the Human Resources draft, there has been much recent publicity around support for employees experiencing perimenopausal and menopausal symptoms. Symptoms that on average can last around four years, with 1 in 10 experiencing symptoms for up to 12 years.
It was recently reported that almost one-third of UK working women aged 50 – 64 have taken time out of the working week to alleviate menopausal symptoms. Some of those women having left or considered leaving their career because dealing with menopause symptoms in the workplace was too difficult.
The HR report argued: “Adopting a policy that considers the health and well-being implications of menopause on our workforce would support employees and assist the council in creating an inclusive workplace culture where staff of all ages and genders feel respected.
“There is also a legal argument for doing more to support employees dealing with menopausal symptoms. Whilst menopause is not in itself a disability, conditions arising from it may meet the definition of a disability under the Equality Act 2010. Failing to provide support or make reasonable adjustments for someone experiencing menopausal symptoms may therefore amount to discrimination.”
Support for employees experiencing menopause symptoms will be provided through application of a number of existing policies and processes including: the Supporting Attendance Policy; the Supporting Performance policy and a Risk Assessment policy– ensuring that the work environment does not make menopausal symptoms worse.
HR also suggest practical measures such as Flexible Working, the Employee Assistance Programme , which provides employees with access to confidential support and counselling, and a Bullying and Harassment Policy which will protect employees from victimisation and discrimination resulting from issues relating to menopause.
