How do we ensure that management adhere to and take into consideration how they treat their employees who suffer from menopausal symptoms? Simple – we educate and engage with management and employers to ensure fairness is delivered for anyone suffering the long-term effects of the menopause.
While representing a member in my branch who had been unwell on several occasions, she was diagnosed with the menopause and therefore required more time away to get her symptoms under control through medication and help from medical professionals. It is needless to say that this experience also had a negative impact on her mental health.
Sadly, this member isn’t alone – Community’s latest research into the menopause highlights just how badly some employees are impacted with 74% of survey respondents not getting the support they needed at work, 72% finding it hard to work, and 66% experiencing anxiety and depression.
Community regularly sets up menopause awareness events for both members and management to attend, however in my workplace, only one male manager came to what was a well-attended event. This again highlights an unfortunate reality for menopausal employees where male managers are less likely to engage with or support their menopausal employees. This needs to change.
Those who go through the menopause take it upon ourselves to research into it, its symptoms, and how it may affect us at work, however it’s not that simple. No one experiences the same menopause – some may suffer a few symptoms, some mild, some severe – and this is where management and employers play a massive part. By understanding how the menopause can impact their employees, the reasonable adjustments needed, as well as implementing the new ACAS recommendations around menopause sick leave, management can play a huge part in supporting their menopausal employees, ensuring their voices are heard, and that they don’t suffer alone.
So back to the member I supported through menopause sick leave. While attending a long-term sickness meeting with her and her line manager, I made sure that her current sickness record (due to her menopause symptoms) was not linked to her previous sickness record, under the new ACAS guidance and EHRC guidelines. In addition, I requested our workplace menopause policy be updated to reflect these new recommendations to ensure that anyone going through the menopause is treated fairly.
Through the new ACAS guidance, and the EHRC guidelines, I have ensured that my member is not only fully supported during her sick leave, but also during her return to work. Although she has a long road ahead due to how severe her symptoms are, she can rest easy knowing that she will be able to return to work and not be discriminated against.
I would highly recommend all Community members and reps read up on ACAS and the EHRC’s new menopause guidance, as well as join any and all upcoming menopause events run by Community. The menopause is a trade union issue, and Community is fighting to raise awareness of the menopause as well as ensure members and reps are equipped with the knowledge and tools they need.
Get involved in Community’s menopause campaign today
Community is raising awareness of the menopause and campaigning for better support across UK workplaces for menopausal employees.
If you are a member of Community and need advice or support, please contact our Service Centre at help@community-tu.org or on 0800 389 6332.
© Community Trade Union 2024